As a supervisor, your team is made up of strong employees and employees who are not meeting expectations. You have an opening for a senior-level position and look to promote from within your team.

Promotion and Rejection:

As a supervisor, your team is made up of strong employees and employees who are not meeting expectations. You have an opening for a senior-level position and look to promote from within your team. Two individuals (you make up the individuals names) on your team have applied for the position. One employee has worked for you for three years. This employee excels on every project, asks thoughtful questions, has a positive attitude, and willing to help any member of the team. The second candidate has worked for you for over five years; however, they have a track record that is not stellar. The employee has had a difficult time responding to their clients promptly, and when they do respond, it is not always professional. This team member is quick to add new projects to their plate, but the follow-through is not consistent, nor the quality of their work. You have addressed these issues over the years, but when you see improvement, it does not last long. This is an easy decision for you on who to promote.

Assignment:

Draft a letter to each employee where you communicate “The Good” and “The Bad” news to the employees. For the person receiving the promotion, be detailed on why the person is moving into the senior level position, and provide the responsibilities in their new role (create relevant responsibilities). In this letter, you will highlight how to give positive, written feedback to an employee. The second letter, you will inform the other employee they did not get the position and the reasons why they were not selected. Your writing must remain positive in tone and provide suggestions on how to improve in their current position (create viable improvements). Use outside research to help guide your letter to promote or provide an employee but do not copy online sources.