Best Practices

Finding Homegrown Talent to Promote

By Allan Walker

How well do you know your staff? If a key team member left today, especially a manager, does another current staff member have the ability or qualifications to quickly fill that role? In anticipation of someday facing an unexpected “I need to fill a key position in a hurry” scenario, it would be prudent to identify current employees who might thrive in a new position or management role in your practice.

When searching for promotion-worthy candidates now on your staff, focus on employees who possess these traits and behaviors:

■ A desire to learn. Look for employees who willingly absorb everything thrown their way. A strong desire to learn and an ability to retain knowledge say a lot about a person’s basic personality and are good indicators of a person’s future growth potential.

Does this person take the time to critically analyze and review projects or assignments and ask pertinent questions? Does she consistently surprise you (in a positive way) with the end result of a project or assignment? This person likely will incorporate this behavior pattern and approach into her new role. Look for employees who regularly exceed what is asked or expected.

■ An enthusiastic approach. Keep a sharp eye on your eager, achievement-oriented employees. Target staff members who have an obvious passion for what they do. Look for motivated employees who like coming to work and welcome opportunities to bring added value to the practice. While not all promotion-worthy employees will be driven, type-A personalities, they will need to embrace an increased level of commitment, effort and energy to get the new job done.

■ Demonstrated skills. You need to know the capabilities of your employees. Each person likely has some unique skills or talents that might lend themselves well to filling a new role or position. Develop a list of the specific skills and talents each employee possesses. For example, if you are looking to form or expand a marketing team, someone on staff might be an exceptional writer or have minored in marketing in college. This person might be exactly what you need.

■ A team-oriented mindset. The fact that team players make good employees is pretty obvious. Look for individuals who enjoy working with others and embrace the challenges, opportunities and rewards team efforts offer.

■ Effective communication skills. The ability to communicate effectively in both directions — up and down the organization chart — is an essential success skill. While the employee you have your eye on for a promotion may not have advanced communication expertise, it is reasonable to project that a person who already communicates well with coworkers will be able to further develop this important skill.

■ Longevity. There is something to be said about loyalty in today’s work setting. The long-term employee likely has valuable insights and knowledge about the practice operation and can be a valuable asset, provided he or she fits the new job requirements. Of course, some longtime employees are set in their ways and do not want to change positions.

However, do not just discard longtime employees out of hand. Give them a meaningful look when it comes to internal promotions. They may blossom with renewed professional energy and enthusiasm or may be looking for new challenges and opportunities to “rise to the occasion.”

Rewarding Discovery

Taking the time to examine the talents and management qualities of the employees already on your staff might pay big dividends when a new position opens. They are members of your team for a reason. They are dedicated, diligent and proven individuals. What could be more rewarding than to discover that the solution to your employment challenge is someone you already know very well? OM

Allan Walker is publication director with BSM Consulting, a health-care consulting firm in Incline Village, Nev., and Scottsdale, Ariz. For resources discussed in this article, please visit the BSM Café at www.BSMCafe.com.