Unfortunately, there isn’t typically one set of tools or metrics you can rely on when evaluating newly promoted employees. How employees should be evaluated once they’re promoted depends on a variety of factors, such as their current skill sets and experience levels, the size of the project or team they’re overseeing and the team’s expertise, your organization’s goals, whether they moved into a different department within your organization, etc.
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However, there are a few things, listed below, that you can and should expect from your recently promoted employees regardless of their backgrounds and new roles.
Clear Communication with Teams
All newly promoted employees should exhibit that they’re trying to effectively communicate with their new teams, especially if they’re in a new management role and are beginning to manage their former peers.
They should be trying to connect with team members in one-on-one meetings and in groups to touch base with their teams and to keep their teams apprised of any important changes or information. They should display that they care about effectively communicating with their teams and working with them on upcoming projects.
In fact, it should be a warning sign if newly promoted employees become more isolated, more private, and less engaged with their teams because they may encounter a multitude of issues when they try to work with their new teams on upcoming projects and goals.
Formation of New and Positive Relationships
If newly promoted employees are clearly communicating with others, you’ll start to see more positive relationships forming between them and their teams. Even once-apprehensive team members will seem more engaged and will want to support their new boss’s or team member’s initiatives and work. Workplace cliques won’t be present, and you’ll notice that there isn’t much favoritism.
Additionally, you’ll notice stronger relationships forming between your organization and its partners and stakeholders that your newly promoted employee engages with, as well as new relationships forming altogether that benefit your organization and its initiatives.
Desire to Seek Out Help and Feedback When They’re Needed
Newly promoted employees should feel comfortable seeking out help when they need it as they navigate their new roles and responsibilities. In any new role, there is a learning curve, and newly promoted employees should gladly seek out feedback from their superiors, trainers, peers, and employees.
Employees who don’t delegate tasks to others well or who aren’t interested in learning the nuances of their new role and the people who should be supporting them will most likely not be successful in their new roles.
Actionable Plans and Strategies Beginning to Form
Most importantly, newly promoted employees should begin to form plans and strategies relevant to their new roles and the work that they want and need to accomplish. Whether they document their plans and strategies or not, they should still display a strong desire to complete work that they want to carry out and that will guarantee their long-term success in their new roles.
As you evaluate your newly promoted employees, keep the list above in mind.