Low performing team member is asking for a promotion because my highest performer got one.

[Anonymous]

These two started within 3 months of each other. Employee A is an absolute rockstar. He has been very capable at his job, well liked by internal and external, saved the company money, travels responsibly and doesn’t waste company funds. Employee b is the direct opposite, but about 20 years older. Not well liked by my team, hasn’t had big wins for the company, is a massive suck up and acts differently when I’m in office vs at home.

Employee A was going to leave the company and came with another offer in hand. Much higher salary, title bump, more desirable city, etc. I refused to lose him and our EVP basically told me we’ll find whatever money we need to keep him. So we promoted him and gave him a raise to keep him.

Employee b is now asking why she got passed over and why she hasn’t been also promoted. It’s causing even more issues than the usual problems she causes on the team. I figured this would happen but how do I tell an employee that is older that she simply does not perform at the same level as the other one? She doesn’t have internal advocates, the EVP doesn’t care if she were to quit tomorrow….I can’t tell her that because I think she’s an okay employee but no where near where she sees herself. Help!

[Anonymous]

how do I tell an employee that is older that she simply does not perform at the same level as the other one?

Why would you not just say this?

[Anonymous]

Is this a sales position? O

[Anonymous]

Anonymous wrote:

how do I tell an employee that is older that she simply does not perform at the same level as the other one?

Why would you not just say this?

There’s so many reasons not to say this. Mediocre performers are everywhere and it’s demotivating to tell someone they’re just average.

[Anonymous]

You say, Sharon, promotions aren't given for time in service but for the needs of the company. Unfortunately they can't be expected on a certain timeframe or without a substantial increase in responsibilities. If you are interested in working towards a promotion, let's talk about how you can bring more value to the organization.

[Anonymous]

Liz, I'm sorry, but promotions are merit-based. There was one opportunity and based on recent performances, Jim was clearly the one entitled to the promotion. Keep working hard and if another opportunity comes along, we'll review everyone's performance to see who excels at that point.

[Anonymous]

The objective is to make $$ x.xx revenue for the company, you were at $x.x for year 2, 3, 4.

[Anonymous]

Anonymous wrote:You say, Sharon, promotions aren't given for time in service but for the needs of the company. Unfortunately they can't be expected on a certain timeframe or without a substantial increase in responsibilities. If you are interested in working towards a promotion, let's talk about how you can bring more value to the organization.

This is good. And you put in writing the goals she has to achieve to be eligible for promotion. very clear goals, even if it feels Mickey Mouse. Without saying so, use what the other employee did as a template.

[Anonymous]

I certainly hope you have it well-documented that employee b was given the same types of opportunities as employee a to develop in the role, demonstrate her capabilities, and develop internal relationships. Because failing to provide equitable opportunities in the first place is often the foundation of an eventual gender discrimination suit.

[Anonymous]

Anonymous wrote:I certainly hope you have it well-documented that employee b was given the same types of opportunities as employee a to develop in the role, demonstrate her capabilities, and develop internal relationships. Because failing to provide equitable opportunities in the first place is often the foundation of an eventual gender discrimination suit.

Whether they would win or not is a different matter. You have to show a pattern of behavior for the company, not just s difference between two people.

[Anonymous]

Anonymous wrote:

Anonymous wrote:You say, Sharon, promotions aren't given for time in service but for the needs of the company. Unfortunately they can't be expected on a certain timeframe or without a substantial increase in responsibilities. If you are interested in working towards a promotion, let's talk about how you can bring more value to the organization.

This is good. And you put in writing the goals she has to achieve to be eligible for promotion. very clear goals, even if it feels Mickey Mouse. Without saying so, use what the other employee did as a template.

What happens if she meets the goals and OP doesn’t have a position? This seems more like a promise.

I would document the reasons the other employee was promoted and her performance level in case you get an EEO complaint.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

how do I tell an employee that is older that she simply does not perform at the same level as the other one?

Why would you not just say this?

There’s so many reasons not to say this. Mediocre performers are everywhere and it’s demotivating to tell someone they’re just average.

If this is OP responding above, then my pushback is to ask what your post is really asking for. You started by saying that this employee is asking why they haven’t received a promotion. But then when given the response to simply tell them that they are not performing at the same level, you respond with “Well that’s not motivating.” Is your objective to answer the question or is it to motivate this less-than-stellar employee? The answers to each of those questions are not the same.

[Anonymous]

I’d clarify what the good performer did and set goals. Maybe she can’t reach them but at least she will know.

[Anonymous]

Anonymous wrote:I certainly hope you have it well-documented that employee b was given the same types of opportunities as employee a to develop in the role, demonstrate her capabilities, and develop internal relationships. Because failing to provide equitable opportunities in the first place is often the foundation of an eventual gender discrimination suit.

+2

[Anonymous]

Just say you understand if she wants to look elsewhere.