In partnership with
Leadership Challenge - "HOW DO YOU KNOW WHEN TO PROMOTE SOMEONE VERSUS HIRE ?"
Answer: Promote when someone has earned it and can do the job.
Hire when no one is ready and you can't wait. Simple.
The mistake: promoting because someone wants it or has been there a long time.
That's not a reason.
Promote based on capability.
If they're not ready, don't promote them.
If no one's ready, hire.
Don't promote to make someone happy.
Question to Consider: Can they do the job today, or do they need six months of training?
Why: Promoting unready people destroys them and the team.
Here's what's happening: someone's been with you for years. They want a promotion. You feel obligated. So you promote them. But they're not ready. They struggle. The team suffers. They feel like failures. Everyone loses.
The cost? You've ruined a good IC. They're now a bad manager.
The team loses respect for them. Projects slip. Morale drops.
Meanwhile, you're stuck.
You can't demote them without destroying their confidence.
So you manage around them. That's exhausting.
Your best people leave because they're tired of weak leadership.
You created this by promoting out of guilt instead of readiness.
You confused tenure with competence.
Loyalty doesn't equal capability.
Promoting someone who isn't ready is cruel to them and unfair to the team. It's a lose-lose disguised as a reward.
Action: Be honest today.
Ask: "Can they do the job today?"
If yes, promote.
If not, hire.
If they're close, give them a six-month development plan. Then reassess.
Don't promote to make someone happy.
Promote to make the team stronger.
If they're not ready, tell them: "Here's what you need to develop. Let's build a plan." Honest feedback is kinder than false promotion.
Stay Unfiltered,
— Andy
P.S. Promote when someone has earned it, hire when no one is ready. Simple.
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