When To Promote
Dear Management Doctor:
I'm a Planning Director in a small agency and have lost my top quality Senior Planner. Salary makes it impossible to recruit an equivalent planner to replace the departing team member. Remaining staff is (1) a Senior Planner who is retired in place and cannot be motivated, removed, or depended upon; (2) an Assistant Planner with two years' experience, excellent motivation, great knowledge, weak writing skills, and still green behind the earsoverall great potential, but currently not capable of taking the ball carried by the departing planner.
The Assistant Planner basically says, "I'm already doing as much work or more as the Senior Planner. I meet the basic qualifications of the job description for the senior. I really need the difference in salary, so if you don't promote me, I am going to need to look for a higher paying job."
With the current market and the low salaries paid by our agency, he can easily find a job as an Associate Planner at a higher salary than he would make as a Senior Planner here. If he left, we have a poor performer and two new planners.
Do you promote the Assistant Planner?
This is a classic issue I hear over and over again. You will have to make your own decision on this but consider the following:
The Management Doctor