Curiosity
Whether explicit or implicit, transparency may be a professional value of your organization. In any event, you should consider curiosity to be a strength. An employee is demonstrating their engagement and trustworthiness when they ask questions. Additionally, this trust demonstrates that you have increased psychological safety at work.
Feeling at ease with criticism
Giving employees feedback demonstrates your concern for their development, fosters trust, and inspires them to get better. But team members, particularly those in leadership roles, should also recognize the need of empathy in providing feedback.
Leadership and management abilities (management roles)
Not every employee looking for a promotion wants to manage people or acquire the skills necessary to do so successfully. In fact, according to a 2024 CoderPad survey, up to 36% of computer workers were unwilling to assume a managerial position. People-oriented businesses are attempting to provide more varied options for internal mobility and non-managerial growth as this reality becomes more obvious.
Individual drive
Employees that are engaged and motivated often produce 23% more. Because of this information, a lot of companies have increased employee surveys and incentive and recognition programs as part of their engagement efforts. However, a lot of companies are unaware of the complexity of employee motivation.
Sustainably surpassing expectations
It is imperative that you measure employee success using objective standards, like as performance reviews, goals, and OKRs, rather than your own possibly biased perceptions or intuitions.
Let us imagine you find that a candidate has surpassed expectations after reviewing their most recent evaluation cycle. Although that is a fantastic beginning, you ought to check additional performance evaluations.
Suitable for the position
It can be simple to believe that a candidate who is being promoted from within is sufficiently familiar with your procedures and culture. But it is a good idea to evaluate them in the same manner as you would an external applicant:
Experience or tenure
When considering reasons for a promotion or making a hiring choice, one should be careful not to base a promotion entirely or even primarily on length of service. Employees may believe that if they stay in the same position for a few years, they would not be able to advance.
Excelling in their current role
To ascertain whether your person has excelled in the technical and soft skills pertinent to their current position, you can use your competency framework. 360° performance reviews are the ideal time to get feedback from peers or colleagues they may have collaborated with on cross-functional initiatives.
Excellent self-control
An employee can wish to work with less supervision and assume more responsibility. If so, they must exhibit excellent self-management abilities.
Future-oriented
In order to stay informed on organizational trends and advances, we must stop depending on outside specialists. Rather, forward-thinking organizations should request that its people operations and leadership teams remain up to date and provide avenues for staff members to take part in these discussions.