In Support of Internal Promotions

2023 is going to be another year without enough employees, trained the way you want, at the salary you can pay for the work you need to get done.  We are moving into a cycle with fewer employees and the same amount of work still needing to get done.

Internal promotions are one way to look at the work you have, the opportunity for advancement an employee has and determine which positions are easier to fill.  For example, if you have a Development Director that has left, but you have a Fundraising Manager with 2+ years of experience.  Is it easier to fill the Development Director role or the Fundraising Manager Role?

I’d say the Fundraising Manager.

So, my work is to talk with the Fundraising Manager and see if they have an interest in a promotion.  If yes, then providing the training and support necessary to help them be successful in this new role.

But your time is already short—how do you building in coaching?  Provide a 1/2 step up in pay, hire a coach, evaluate in 3-6 months and provide the remainder of the salary increase.  There are experts available, in-person and remotely, that can help provide benchmarks and skill enhancement for your future Development Director. 

The key?  Keep your promises!  If you promoted someone and offered support—make sure they get that support.  If you promised someone a salary increase after meeting a goal—make sure they get that increase.  This is a trust based relationship.  You are trusting them to grow in this role; they are trusting you to support them.