In House Promotions – Smoothing the Way

Sharon Boyd has nearly 25 years of experience between both the healthcare and marketing industries. In addition to being an RDH and content writing expert, she also holds a degree in business. Her responsibilities primarily include tackling the communication barriers between small business owners or healthcare providers and their prospective clientele.

In House Promotions – Smoothing the Way

Internal promotions are a win-win for employees and companies alike. Not only does hiring from within help to control the overall mission statement and philosophy of a small business, it streamlines the transitional process of a new hire.

Internal Hires Add Value to Job Roles

A particular employee can feel more valuable when they know their company incorporates in-house promotions. As a result, driven individuals will be more apt to work harder and towards the overall focus of the company.

When someone comes in as an entry-level employee, being aware that your company offers in-house promotions will add value to what it means to be a part of your business as opposed to just taking on a new job.

Knowing that there’s an option for an internal promotion will bring the leader and true work ethic out in your most valuable team members.

Encourage Mentorship and Training

As part of succession planning (which is essential for nearly all big businesses these days) offer to have staff pair with a mentor or train to do other job roles. You don’t necessarily have to tell them what you’re doing, but it will pave the way to making training much more efficient if and when you decide to do an in-house promotion.

Celebrate as a Team

When you promote an existing team member into a new role, make a big deal of it. It could be as simple as bringing in a cake and changing the name plate at the desk to posting it on your business’ social media pages. Hiring internally shows the outside that you place a lot of value on your team and that they’ll get the same great service when they visit your business.

It’s OK to do a “Trial Run”

Maybe you’re not positive about the internal promotion just yet, or the employee in question may not be up to the task. Instead of an immediate internal hire, consider asking them to fill in as an interim position. In the meantime, you can sit back and observe to see how well they fit in when it comes to that job role. Once you’re sure about everything, you can proceed with getting things in line for a permanent promotion.

Don’t Skip the Job Interview Process

To prevent any accusations about discrimination or personal bias, it’s vital that you follow the same HR “rules” and protocol for an internal hire/promotion that you would for bringing in someone from the outside. This includes listing the job internally and/or externally, so that other staff know about the opening that’s available.

Formal processes of having someone apply and interview are smart not just for the outside perspective, but to prevent any personnel issues or complaints in the future regarding topics such as discrimination.

Fortunately, even if you don’t have an HR department because of the smaller size of your business, you can typically work through a one-off online HR service to answer any specific hiring questions that you have.