{"id":6129,"date":"2025-02-14T14:15:25","date_gmt":"2025-02-14T13:15:25","guid":{"rendered":"https:\/\/keycoopt.beetween.com\/blog\/internal-promotion-management-coaching\/"},"modified":"2025-07-16T11:11:29","modified_gmt":"2025-07-16T09:11:29","slug":"internal-promotion-management-coaching","status":"publish","type":"post","link":"https:\/\/keycoopt.com\/en\/blog\/internal-promotion-management-coaching\/","title":{"rendered":"Internal promotion: a managerial act not to be missed!"},"content":{"rendered":"\n<p>For a company,<strong> internal promotion (vertical mobility)<\/strong> offers some rather interesting advantages. In addition to building team loyalty, it saves recruiters time. What&#8217;s more, it increases the chances of successful recruitment, thanks <a href=\"https:\/\/keycoopt.com\/en\/blog\/dont-miss-out-on-the-advantages-of-an-internal-candidate\/\">in particular to the quality of internal candidates<\/a>.<strong> Provided that the internal promotion process has been meticulous!<\/strong><\/p>\n\n<p>Pascaline de Ruyver, an expert in <strong>internal mobility<\/strong> support, tells us more about why and how to support a promoted employee.<\/p>\n\n<p><a href=\"https:\/\/www.linkedin.com\/in\/pascaline-de-ruyver-catrice-\/\" target=\"_blank\" rel=\"noopener\"> <\/a><i><a href=\"https:\/\/www.linkedin.com\/in\/pascaline-de-ruyver-catrice-\/\" target=\"_blank\" rel=\"noopener\">Pascaline de Ruyver<\/a> runs the QuinteSens <a href=\"https:\/\/www.quintesens-management.fr\/\" target=\"_blank\" rel=\"noopener\">management coaching and training firm<\/a> <\/i><i>.<\/i><\/p>\n\n<p><i>An expert in the individual coaching of managers and executives, she accompanies them throughout their professional lives, helping them to develop their leadership, relational and managerial effectiveness.  <\/i><\/p>\n\n<h2 class=\"wp-block-heading\">To work, internal promotion must be supported!<\/h2>\n\n<h3 class=\"wp-block-heading\">The advantages of internal promotion<\/h3>\n\n<p>Internal promotion (or vertical internal mobility) is a preferred corporate practice.<\/p>\n\n<p>Encouraged by HR, it has a triple advantage:<\/p>\n\n<ul class=\"wp-block-list\">\n<li><strong>Highly appreciated by the employee<\/strong> who benefits from it, it is a strong act of <strong>valorization <\/strong>on the part of the manager. What&#8217;s more, it helps <a href=\"https:\/\/keycoopt.com\/blog\/experience-collaborateur-mobilite-interne\/\"><strong>retain<\/strong> the<\/a> most talented employees. <\/li>\n\n\n\n<li><strong>Reassuring for the manager<\/strong>, it guarantees that the newcomer has <strong>the right attitude<\/strong> and has already worked within the company, thus avoiding casting errors.<\/li>\n\n\n\n<li><strong>Finally, in the short term, it is considered to be more economical<\/strong> than external recruitment, as it involves fewer costs (advertising, recruitment agency services, integration period, training, etc.), and is also faster!<\/li>\n<\/ul>\n\n<p>  And therein lies the rub!  <\/p>\n\n<h3 class=\"wp-block-heading\">Careful employee integration, the key to success<\/h3>\n\n<p><strong>We might think that the promoted employee doesn&#8217;t need an integration or training period&#8230; This is THE trap to avoid! <\/strong>  Especially if this is the first time the employee has reached a position with managerial responsibilities.<\/p>\n\n<p>Without an integration period, the good news quickly becomes an ordeal to overcome. It can become a real obstacle course for the employee, which in some cases ends in failure! <\/p>\n\n<p>Everyone loses out: the employee, who loses his or her confidence, or even his or her job, and the company, which loses a high-performance employee and has to start recruiting all over again&#8230;  <\/p>\n\n<h3 class=\"wp-block-heading\">The needs of the promoted employee<\/h3>\n\n<p>Why, in the case of internal promotion, should the employee be the focus of all attention? He knows the company, he&#8217;s efficient and motivated&#8230; That should be enough, shouldn&#8217;t it? <\/p>\n\n<p>The greatest difficulty for employees taking on managerial responsibilities lies in the need to :<\/p>\n\n<ul class=\"wp-block-list\">\n<li><strong>Find the right attitude towards their new colleagues <\/strong>(sometimes former colleagues),<\/li>\n<\/ul>\n\n<ul class=\"wp-block-list\">\n<li><strong>Integrate the role of manager into their mission<\/strong>, without mastering (or sometimes even knowing) the fundamental managerial tools, methods and rituals,<\/li>\n\n\n\n<li><strong>And finally, to make their mark<\/strong>, to break away from their models, to be true without revolutionizing everything from the very first weeks.<\/li>\n<\/ul>\n\n<p style=\"margin-top:25px\">To achieve this, employees need to be supported by HR teams and their managers. A genuine <a href=\"https:\/\/keycoopt.com\/blog\/conseils-strategie-mobilte-interne\/\">internal mobility strategy<\/a> needs to be put in place.   <\/p>\n\n<h2 class=\"wp-block-heading\">The manager: a central role in supporting the employee after an internal promotion&#8230;<\/h2>\n\n<h3 class=\"wp-block-heading\">You have to learn how to be a manager!<\/h3>\n\n<p>Some would say that for an employee who has never held the position of manager before, getting to grips with it is a matter of a few common-sense rules or practical tips, such as :<\/p>\n\n<ul class=\"wp-block-list\">\n<li>Start with an observation phase,<\/li>\n\n\n\n<li>Meet individually with all team members to discover their individuality,<\/li>\n\n\n\n<li>Express your own expectations transparently.<\/li>\n<\/ul>\n\n<p style=\"margin-top:25px\">However, the new manager needs to be supported in his or her professional development, and must be the subject of real follow-up!<\/p>\n\n<h3 class=\"wp-block-heading\">The role of the direct manager in training the promoted employee<\/h3>\n\n<p><strong>The key to successful internal promotion lies not only with the employee<\/strong> and his or her ability to comply with these few rules, but also with the direct manager and his or her involvement in the entire process:<\/p>\n\n<ul class=\"wp-block-list\">\n<li><strong>Validate, first and foremost, the employee&#8217;s motivation<\/strong> to take on a managerial role (being a manager is not an end in itself; there are other ways of rewarding an employee, such as offering horizontal mobility!)<\/li>\n\n\n\n<li><strong>Evaluate skills upstream<\/strong> and measure the gap with job requirements.<\/li>\n\n\n\n<li><strong>Organize training<\/strong> to make up for technical and, above all, managerial shortcomings.<\/li>\n\n\n\n<li><strong>Support him <\/strong>as he takes on his new role and changes his posture.<\/li>\n<\/ul>\n\n<p style=\"margin-top:25px\">Everyone has a<a href=\"https:\/\/keycoopt.com\/blog\/roles-cles-mobilite-interne\/\"> role to play in ensuring that internal mobility is<\/a> beneficial to the company.<\/p>\n\n<p>One possible solution is to offer the employee concerned <strong> <a href=\"https:\/\/www.quintesens-management.fr\/accompagnement\/training-managerial-formation-manager\/\" target=\"_blank\" rel=\"noreferrer noopener\">managerial training<\/a><\/strong>, i.e. support over a period of several weeks, designed to anchor managerial practices through a balance of theory, practice and debriefing of the actions implemented&#8230;.<\/p>\n\n<p>Contrary to what you might think, to be a vector of performance for the company, internal promotion requires the implementation of a complete integration process. This means defining a real strategy. You can then encourage your employees to take the plunge by drawing inspiration from these <a href=\"https:\/\/keycoopt.com\/blog\/mobilite-interne-exemples-concrets\/\">8 concrete examples of how to encourage internal mobility.<\/a>  <\/p>\n","protected":false},"excerpt":{"rendered":"<p>Internal promotion can be a performance driver for companies, provided it is supported. An expert tells you all <\/p>\n","protected":false},"author":4,"featured_media":5286,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","_seopress_titles_title":"Internal promotion: 4 keys to successful management coaching","_seopress_titles_desc":"Find out how to master managerial coaching to ensure successful promotions and employee loyalty.","_seopress_robots_index":"","content-type":"","_jet_sm_ready_style":"","_jet_sm_style":"","_jet_sm_controls_values":"","_jet_sm_fonts_collection":"","_jet_sm_fonts_links":"","footnotes":"","_wp_rev_ctl_limit":""},"categories":[55],"tags":[],"class_list":["post-6129","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-internal-mobility"],"_links":{"self":[{"href":"https:\/\/keycoopt.com\/en\/wp-json\/wp\/v2\/posts\/6129","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/keycoopt.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/keycoopt.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/keycoopt.com\/en\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/keycoopt.com\/en\/wp-json\/wp\/v2\/comments?post=6129"}],"version-history":[{"count":0,"href":"https:\/\/keycoopt.com\/en\/wp-json\/wp\/v2\/posts\/6129\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/keycoopt.com\/en\/wp-json\/wp\/v2\/media\/5286"}],"wp:attachment":[{"href":"https:\/\/keycoopt.com\/en\/wp-json\/wp\/v2\/media?parent=6129"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/keycoopt.com\/en\/wp-json\/wp\/v2\/categories?post=6129"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/keycoopt.com\/en\/wp-json\/wp\/v2\/tags?post=6129"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}