How do you handle internal competition and conflict when promoting or moving employees internally?

Internal mobility and succession are strategies that allow you to fill open positions with your existing talent pool, rather than hiring from outside. This can have many benefits, such as reducing turnover, increasing engagement, and saving costs. However, it can also create some challenges, such as internal competition and conflict among employees who aspire to the same roles or opportunities. How do you handle these issues and ensure a fair and transparent process? Here are some tips to help you manage internal mobility and succession effectively.

1 Assess your needs

Before you start moving or promoting employees internally, you need to have a clear idea of what your organizational goals and needs are. What skills, competencies, and behaviors are you looking for in each role? How do you measure and evaluate performance and potential? How do you align your talent development plans with your business strategy? Having a well-defined framework and criteria will help you identify the best candidates for each position and avoid bias or favoritism.

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Dan Schawbel

LinkedIn Top Voice, New York Times Bestselling Author, Managing Partner of Workplace Intelligence, Led 75+ Workplace Research Studies
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Assessing your needs when handling internal competition and conflict requires a careful consideration of the organization's goals, culture, and talent needs. Start by identifying the skills, experience, and qualifications required for the role and evaluating each candidate's fit based on those criteria. Consider the potential impact on team dynamics and identify any potential conflicts or areas of concern that may arise. Communicate openly and transparently with all employees involved, and provide clear guidelines for how the promotion or move will be determined.

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2 Communicate your policies

One of the key factors for successful internal mobility and succession is communication. You need to inform your employees about your policies and procedures, such as how to apply for internal positions, what criteria are used to select candidates, and how feedback is provided. You also need to communicate the benefits and expectations of internal mobility and succession, such as how it can help employees grow their careers, learn new skills, and contribute to the organization. By communicating clearly and consistently, you can build trust and engagement among your employees and reduce confusion and frustration.

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Dan Schawbel

LinkedIn Top Voice, New York Times Bestselling Author, Managing Partner of Workplace Intelligence, Led 75+ Workplace Research Studies
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When handling internal competition and conflict during the promotion or movement of employees, it's important to communicate policies and guidelines clearly and consistently to all employees involved. This includes outlining the selection criteria, the evaluation process, and any relevant policies or procedures that will be followed. Provide opportunities for employees to ask questions, seek clarification, and provide feedback, and ensure that all communication is respectful, transparent, and unbiased. By communicating policies effectively, you can ensure that all employees understand the process and feel confident that they are being treated fairly and equitably.

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3 Support your employees

Another important aspect of internal mobility and succession is providing support and guidance to your employees throughout the process. This includes offering coaching, mentoring, training, and feedback to help them prepare for new roles or challenges. It also includes recognizing and rewarding their achievements, celebrating their successes, and addressing any concerns or issues they may have. By supporting your employees, you can help them transition smoothly and perform well in their new positions.

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Dan Schawbel

LinkedIn Top Voice, New York Times Bestselling Author, Managing Partner of Workplace Intelligence, Led 75+ Workplace Research Studies
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Supporting your employees during internal competition and conflict involves providing clear communication, feedback, and guidance throughout the process. This includes setting clear expectations, providing regular updates, and addressing any concerns or questions in a timely and respectful manner. Offer opportunities for employees to develop their skills and competencies, and provide coaching and mentorship to help them grow and advance in their careers.

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4 Manage conflict and competition

Internal mobility and succession can sometimes create conflict and competition among employees who are vying for the same roles or opportunities. This can affect their morale, productivity, and collaboration. To prevent or resolve these problems, you need to manage conflict and competition effectively. This means creating a culture of respect and cooperation, encouraging constructive feedback and dialogue, and addressing any grievances or disputes promptly and fairly. You also need to avoid creating a sense of entitlement or favoritism among your employees, and ensure that everyone has equal access and opportunity to advance their careers.

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5 Evaluate and improve

Finally, you need to evaluate and improve your internal mobility and succession practices regularly. You need to monitor and measure the outcomes and impacts of your strategies, such as how they affect your retention, engagement, performance, and diversity. You also need to solicit and incorporate feedback from your employees, managers, and stakeholders, and identify any gaps or areas for improvement. By evaluating and improving your internal mobility and succession practices, you can ensure that they are aligned with your organizational goals and needs, and that they deliver the best results for your business and your talent.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you handle internal competition and conflict when promoting or moving employees internally?

1

2

3

4

5

6

1 Assess your needs

2 Communicate your policies

3 Support your employees

4 Manage conflict and competition

5 Evaluate and improve

6 Here’s what else to consider

Recruiting

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How do you handle internal competition and conflict when promoting or moving employees internally?

1

2

3

4

5

6

1 Assess your needs

2 Communicate your policies

3 Support your employees

4 Manage conflict and competition

5 Evaluate and improve

6 Here’s what else to consider

Recruiting

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