A manager’s guide to identifying who is ready for promotion

Chances are that as a supervisor, you don't spend every day thinking about your employees’ career growth or opportunities for advancement. In fact, some managers might not think about employee performance or readiness for promotion outside of the annual review period.

But in a business environment where more companies are encouraging employees to look for career opportunities internally, some companies have made aiding employee development a part of every manager’s job responsibilities.

Fulfilling these responsibilities might include activities such as encouraging employees to take leadership courses. It might mean recommending employees for promotion. Such activities might seem overwhelming to supervisors who aren't entirely certain how to identify employees who are ready for additional responsibility. Here are a few ways to pinpoint the employees who may be ready for a promotion:

Offers solutions, not just complaints. You are not looking for someone who never complains — there is nothing wrong with voicing a well-reasoned objection to an unpleasant situation — but rather, seek someone who also offers solutions to improve those situations. An employee who is regularly demonstrating problem-solving skills might be ready to take more of a strategic role or leadership position.

Proactively shares knowledge. Look for employees who take the initiative to share helpful information with the team, or those who volunteer to train new hires and teach other employees. These employees are demonstrating that they’re invested in the success of the team as a whole — and are likely to continue thinking that way as they move up.

Furthers own knowledge. The other side of the knowledge indicator is an employee who demonstrates a desire to learn. Motivated employees will often take it upon themselves to find out what they need to know on their own. This doesn’t always mean attending special training seminars. It may mean seeking help in other departments or looking for outside resources.

Asks for feedback. Employees will not generally be proactive in asking you about their current performance, or ways they can improve, if they are not genuinely interested in growing within their roles. Also pay attention to how they respond to feedback. Do they implement feedback and continue to grow and improve? If so, they are likely to continue to strive for greater success.

Asks about career advancement. Do your employees ask about the promotion process? Do they want to know how they can work their way up to the next level? Employees who ask such questions are usually not only interested in advancement, but also motivated to do what is