How You Promote People Can Make or Break Company Culture

A survey of more than 400,000 U.S. workers in the past year found when people believe promotions are managed effectively, they are more than twice as likely to make an extra effort at work and to plan a long-term future with their company, reports the Harvard Business Review . Furthermore, they are five times as likely to believe leaders act with integrity. Among the Fortune 100 Best Companies to work for, 75 percent of employees think promotions go to those who most deserve them. A good promotion process lets leaders elevate each employee to their full potential and demonstrate the kind of results and behaviors they value. Poorly managed promotions can foster feelings of jealousy and resentment in others, and the career goals of employees across the company can be left unreached. Leaders can bolster the effectiveness of their promotion process by re-concentrating on the people the process is meant to support, at every stage. Prior to a promotion, each team member's long-term aspirations should be clarified so leaders know both how they will contribute as the business expands and how they can best support them. Leaders also should encourage, support, and coach employees to pursue new positions as soon as they are posted. Once the promotion decision is made, leaders should generate buy-in by explaining to others the reason behind the decision. Following the announcement, leaders should follow up with the people who were not promoted to recalibrate.