{"id":4069,"date":"2024-11-21T02:00:00","date_gmt":"2024-11-21T02:00:00","guid":{"rendered":"https:\/\/www.talogy.com\/?p=4069"},"modified":"2025-11-14T16:33:24","modified_gmt":"2025-11-14T16:33:24","slug":"why-not-use-an-assessment-in-your-promotion-process","status":"publish","type":"post","link":"https:\/\/talogy.com\/en\/blog\/why-not-use-an-assessment-in-your-promotion-process\/","title":{"rendered":"Why not use an assessment in your promotion process?"},"content":{"rendered":"\n

In today\u2019s competitive work environment, effective internal promotion processes are key to keeping employees engaged. Yet, many companies skip a structured approach to promoting talent. In the same way that assessments are a crucial step in the hiring process<\/a>, they\u2019re just as important in a company\u2019s promotion process. In this blog, we\u2019ll dive into why using selection and promotion assessments is vital for justifying promotions and making sure the right candidates step into leadership roles.\n<\/p>\n\n\n\n

Reflecting on your selection and promotion processes<\/h2>\n\n\n\n

Here\u2019s a quick activity: Think about the words you\u2019d use to describe your selection process<\/a>. Reflect on the objectivity, the lengths you\u2019ve taken to ensure legal defensibility<\/a>, and the overall careful thought that your organization has put into it. <\/p>\n\n\n\n

Now, think about your promotion process. Would you use the same words?<\/strong> <\/p>\n\n\n\n

Odds are, the answer is no. The research and literature regarding promotion processes and procedures are woefully lacking, which is a disappointing but accurate reflection of how most organizations approach internal promotions and the overall selection and promotion process. In theory, this absence of rigor makes sense. When hiring new employees, assessments are vital because you lack past performance data. But when it comes to internal promotions, you\u2019ve already seen what that person is capable of. As long as you have objective criteria for the new role, and someone in mind who seems like a great fit, you should be all set \u2013 right? <\/p>\n\n\n\n

Wrong. While this all sounds logical in theory, the reality is your promotion process requires the same level of rigor and attention as your selection process.<\/p>\n\n\n\n

How assessments benefit your promotion process<\/h2>\n\n\n\n

\nYou should be proud of your robust selection system, but just as you ensure a fair and comprehensive evaluation for new hires, it\u2019s essential to extend that same attention to your promotions. Here\u2019s how implementing assessments can benefit your promotion process:\n<\/p>\n\n\n\n

Past performance doesn\u2019t guarantee future success<\/h3>\n\n\n\n

One of the most common mistakes with internal promotions is when a star employee gets promoted based solely on their previous role. Just because someone excelled as an individual contributor doesn\u2019t mean they\u2019ll thrive in a leadership position. Often times, the role that you\u2019re promoting someone into is fairly different from the role they were in and may require a different set of skills, especially at a leadership level. <\/p>\n\n\n\n

For example, you may have extensive performance data on an employee’s attention to detail or strong work ethic, but have you ever observed them in a coaching setting or situations that required team-leading in some capacity? If the new role requires skills you haven\u2019t had the chance to evaluate, you\u2019re basically going in blind. A promotion assessment can provide critical insights into how well the employee will handle their new responsibilities. <\/p>\n\n\n\n

Bias can cloud your judgment<\/h3>\n\n\n\n

When deciding on employee promotions, you\u2019re likely going to be biased, either positively or negatively. Unlike the hiring process, where you can remain objective on new employees, promoting a current employee or fellow co-worker often brings personal feelings into play, and you\u2019re much more likely to \u2018go with your gut\u2019 when it comes to justifying a promotion. In some cases, this may prejudice you against the candidate (maybe they aren\u2019t very friendly to you, or you had a negative experience working on a project in the past with them), and in other times it may unfairly endear them to you (they always bring in donuts on Fridays, or their child goes to the same school as yours). Either way, this information is not relevant to the job in question and is therefore introducing error into your promotion decision. <\/p>\n\n\n\n

Using employee assessments<\/a> can help you establish a baseline for each candidate\u2019s strengths and weaknesses. By measuring them against a common standard, you can ensure a more objective evaluation, ultimately making it easier to justify a promotion. When you can back up your decision with data and insights, it becomes easier to defend your choices to stakeholders.<\/p>\n\n\n\n

Types of selection and promotion assessments<\/h2>\n\n\n\n

\nAssessments are invaluable tools that can help you make informed decisions about promotions. Here are a few types to consider:\n<\/p>\n\n\n\n