Promoting the right people at the right time is one of the most important yet challenging responsibilities that leaders face. So how do you know when your people are (or aren’t) ready for the next level?
In an upcoming episode of Contracting Conversations, Fernando Cruz, CBSE (Dynamond Building Maintenance) and Ewa Lorick (The Budd Group) share real-world lessons on what promotion readiness really looks like and where leaders can go wrong.
Here are some key dos and don’ts from their conversation to guide smarter hiring and promotion decisions.
✅ DO: Look for bandwidth, not just performance.
Performance alone doesn’t indicate promotion readiness. But employees who consistently exceed expectations and still have the capacity to take on additional projects, volunteer for committees, or help others are often signaling readiness for more responsibility.
❌ DON’T: Assume readiness means wanting to manage people.
Not every high performer wants vertical growth. Some employees are better suited for horizontal growth — expanding expertise, leading by example, or mentoring peers without formal management duties. Assuming everyone wants a title change can lead to burnout and disengagement.
✅ DO: Pay attention to soft skills early.
Communication, emotional intelligence, stress management, and organization are critical indicators of future success. Leaders should watch for how employees handle pressure, collaborate with others, and communicate when workloads increase.
❌ DON’T: Promote out of urgency.
Filling a role quickly can create long-term problems. Promoting someone before they’re ready puts the employee and the organization at risk.
✅ DO: Build a runway for growth.
Clear career paths, development programs, certifications, and training opportunities help employees prepare for the next step before a role opens up. Early investment makes promotions smoother and more successful.
❌ DON’T: Confuse loyalty with readiness.
Loyal, hardworking employees can still reach a ceiling. Promoting someone simply because they’ve earned it, without evaluating readiness, can result in overwhelmed leaders, communication breakdowns, and costly turnover.
✅ DO: Lead with care.
Employees thrive when leaders genuinely care about their growth. Simple actions like listening, recognizing effort, visiting job sites, and having honest conversations, build trust.
Promotion readiness isn’t about titles or timelines. It’s about thoughtful preparation, honest evaluation, and leaders who are willing to slow down, pay attention, and put people first.