Ever had a team member so focused on their next promotion that they stop delivering on what they were hired to do? I’ve seen this happen many times, and it’s always a tricky spot for managers. It’s something I dive into in Episode 157 of Managing Made Simple.
When your team gets distracted by the future, it’s easy for their day-to-day responsibilities to slip. But here’s the good news: You can help your team stay focused on their current role while supporting their ambitions. The key lies in open conversations, clear expectations, and showing how today’s work will lead to tomorrow’s success.
What’s Going On?
Sometimes, team members think they need to prove they’re ready for a promotion by jumping into higher-level work. The problem is, that can leave important responsibilities unfinished—and make things harder for everyone. This isn’t necessarily a lack of motivation; it’s often just a misunderstanding of what it takes to grow.
What to Do Instead
- Talk About the Big Picture: Show your team how their current work builds the skills they’ll need for the next step. Let them see the connection between what they’re doing now and where they want to go. For example, if they’re aiming for a leadership role, point out how managing details and delivering consistently prepares them for larger challenges.
- Build Trust: One of the biggest concerns for ambitious team members is whether their efforts will pay off. Reassure them and let them know how you plan to help their career growth. When you show you’re aware of their goals and genuinely care about their success, they will feel it.
- Set Clear Expectations: Be specific about what they need to focus on in their current role and how they can stretch into new responsibilities. A roadmap like this not only helps them prioritize but also shows that you’re serious about their career development.
- Address Misconceptions: Many team members assume they need to do two full jobs—their current one and the higher-level work—to prove they’re ready for a promotion. Explain that it’s about excelling where they are now while demonstrating readiness for what’s next.
When your team understands that you’re invested in their success, they’ll feel more secure, engaged, and motivated—even if the promotion timeline takes longer than they’d like.
📚 Ready for more strategies like this? My book, The New Manager Playbook, launches January 27th, 2025! Get on the list for exclusive updates and bonuses—Click here.
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Got questions or want to dive deeper into this topic? Email me at hello@liagarvin.com.
