IT Employment

Infographic: How promotions are made

An infographic examines how tough promotion decisions are made and what role favoritism plays in the process.

At some point in your career, you've probably wondered what factors led to a particular promotion, regardless of whether you were in the running for it. What skills and qualities tend to carry the most weight in the minds of hiring managers, and what role does favoritism play? Take a look at this infographic from Crisp360:

(click to enlarge)

About

Toni Bowers is Managing Editor of TechRepublic and is the award-winning blogger of the Career Management blog. She has edited newsletters, books, and web sites pertaining to software, IT career, and IT management issues.

1 comments
mckinnej
mckinnej

Pretty much standard procedure. I've done some of this myself. I normally know who is ready and deserving of a promotion. Any good manager should know his/her people well enough to build at least a short list at the drop of a hat. As for a formal procedure, I've never seen one outside of the government/military. I can't see much use for them outside of large organizations. (See above.) A good manager should already have his/her folks mentally racked and stacked based on objective criteria. Favoritism is a minefield. Best not to go there. While it's best to avoid a situation like this, I've written my best friend a less than stellar performance appraisal (and he agreed with me). If you can't do that, you're in the wrong job. I've seen positions/promotions created for a specific person. While the job is technically open to others, the likelihood of anyone being selected other than the "chosen one" is remote. While this might sound bad on the surface, the person was an outstanding performer and deserved the promotion in each case.

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