Talent Management: Don’t be a Hindrance/Internal Eligibility

Have you ever applied for an internal job and wondered why there was no progress? You knew you were qualified, so what is causing the delay? Did you know some organizations require your current manager to fill out a form for internal eligibility? One may say oh that’s great my boss loves me. However, others may say “My boss is never going to LET me leave”. The latter of the statement should NEVER be the outcome. In a recent Pew Research survey, only 33% of respondents stated that they are very satisfied with their job promotion opportunities. That leaves 66% who are either somewhat or not satisfied. I did a small survey myself to see the top three reasons why people feel like they are not getting promoted.

Top Three Reasons a Manager won’t let you leave

1. No one to replace you. You are the top performer on their team.

2. My manager is afraid I will pass him/her.

3. Haven’t been with the organization long enough

We will address the first reason for now, which is the lack of a suitable replacement. Effective talent management requires leaders to be skilled in succession planning. Succession planning involves preparing for the next stage in an employee's career development. Who are your high performers and who on your team or in your talent pool can replace him/her? It aligns with the principle from Proverbs 27:23, “Know well the condition of your flocks, and give attention to your herds.” Managers should have a clear understanding of the talent within their teams, and which employees are ready for the next level.

Sometimes, managers may be concerned about losing skilled employees, which could result in delays in the transfer or promotion process. Inefficient talent management can negatively impact employee engagement within an organization. Therefore, it is important to train managers to plan their teams according to their business needs. Lacking a succession plan is not an effective business strategy. Managers should maintain awareness of their employees' status, and retaining high performers without advancement is not a viable solution.