I have watched with interest (or is it anxiety) Rishi Sunak building and losing some of his new team; he so needs it to be a cohesive unit that is acceptable to different wings of the Tories and focused on governing. Reflecting on recent events, there are lessons to be learned as to how businesses can manage promotion and the dynamics of ensuring success in one’s new role and those around them – all for the organisation’s benefit. Time will no doubt reveal how Rishi’s promotion played out. Rishi and his team must strive to create an environment where everyone can collaborate and succeed. As noted, easier said than done.

Ensuring success when entering a new role or an internal promotion is vital for businesses. There are a few key things to keep in mind to ensure that the transition is as smooth as possible and that the person in the new role is set up for success.

Have a clear plan, identify responsibilities and expectations. It will make it easier to hit the ground running and start making an impact in the new role.

If you want to be specific, it’s definitely a good idea to create a 3, 6 and 12 month plan to help them to begin their role with confidence and purpose, and the milestones to be achieved which, with regular reviews, build in some flex – how often do actual events overtake the best laid plans?

Communicate with everyone affected by the promotion. The employee in the new position should understand their responsibilities, but so should everyone else in the team. By communicating openly, it avoids any confusion or frustration that can come with change. This is a crucial business area that can often be overlooked but is essential for an individual and team’s success.

Finally, ensure the resources they need to succeed are provided. Whether it’s additional training, access to different tools, or more support from other team members, businesses should ensure that the person in the new role has everything they need to succeed in their new role. Why else promote them?

In essence, promotions are an excellent way to show employees that their ambition and hard work is being recognised and that there are opportunities for advancement within the company. Never underestimate how important it is to have a clear plan, communicate openly and frequently, and allocate the right resources.

ABPM as a matter of course outside our recruitment activities is often called upon to discuss and assess internal people resources, team structure and people development – we are on hand to assist and look forward to hearing from you. 

Our tailored approach may be your solution!

Rej Abraham, Managing Director