Should You Promote Your Top Performer?

In the ever-evolving business landscape, identifying and nurturing top performers within an organization is a critical endeavor. As the linchpins of success, these high achievers contribute significantly to the company’s growth and productivity. However, a conundrum arises: Is it always a prudent move to promote your top performer? This dilemma necessitates a meticulous examination of the potential benefits and drawbacks associated with such a decision.

According to a study published in Harvard Business Review, “Promoting top performers is not always the best decision for the company or the individual.” The study found that “only about 1 in 10 people who are promoted to a leadership position are actually successful.”

There are a number of reasons why promoting a top performer may not be the best idea:

  • The skills required for success in a leadership role are different from the skills required for success in an individual contributor role. A top performer in an individual contributor role may not have the skills or experience necessary to be successful in a leadership role.
  • Promoting a top performer can create a void in the team. When a top performer is promoted, they leave behind a team that may be struggling to meet its goals.
  • Promoting a top performer can send the wrong message to other employees. It can send the message that the only way to get ahead in the company is to be a top performer, which can discourage other employees from taking on new challenges or developing their skills.

So, what should you do if you have a top performer?

  • Consider their leadership potential. Do they have the skills and experience necessary to be successful in a leadership role?
  • Talk to them about their career goals. Do they want to be a leader?
  • Think about the impact on the team. Will promoting this person hurt the team they’re currently on?

If you decide to promote a top performer, make sure you do it for the right reasons. Don’t promote someone just because they’re a top performer. Promote them because you believe they have the skills and experience to be successful in a leadership role and because you believe it’s the best decision for the company.

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