Many staff members who work hard and put in long hours may be wondering why they weren’t promoted after spending a year or more in their positions. They often do not understand the promotion process and the criteria involved.
Management in a hotel or restaurant has a crucial responsibility to establish a clear objective path for each staff member. It’s important to identify what each employee is doing well and where they still need improvement. This feedback is essential for considering them for future positions.
Unfortunately, not all businesses share this approach. I have had the pleasure of working with internationally reputable chains, such as Shangri-La Hotels, which have a clear path for career advancement and a performance evaluation system. This allows every staff member to understand what they need to do to progress in their careers. In contrast, many other hotels lack objective evaluation systems, leading to high turnover rates and staff members feeling that they are not given the opportunity to advance.
I had a personal experience while working as a waiter in a hotel back home. Promotions were often given to individuals who were close to the hotel’s owner. When I asked my superior why I wasn’t being promoted, he simply advised me to find a connection to the owner. Unfortunately, this happens in many places around the world. However, this shouldn’t discourage you. It might be time to consider moving on to a new job that values your skills, experience, and dedication.
However, employees should not assume that simply because they have been working long hours for a year, two years, or more, they automatically deserve a promotion. When I advanced to a higher managerial position, I realized that being a good waiter doesn’t necessarily qualify someone to become a captain or supervisor. It’s essential for individuals to develop the skills needed to lead and manage other staff members effectively.
Each position requires a different set of skills compared to the previous one. A team member needs to consistently perform their job while also developing new skills, and this improvement should be noticeable to both guests and management. A staff member mentioned in positive reviews is valuable and should be considered for development and advancement to higher positions. Management should recognize individuals with potential and provide them with opportunities to move up to the next role.
My advice to every staff member is to strive for excellence not just when under scrutiny or when management is present, but to consistently give their best, whether they are being observed or not. In many cases, the quality of work speaks for itself and reflects one’s performance. As the saying goes, actions speak louder than words!
In summary, you are fortunate to work for a company that has objective performance evaluation processes in place and clear career path plans that are visible to all employees at all times. These plans highlight what each member needs to progress in their career. Unfortunately, this is not the case in many hotels and restaurants around the world, which may lack such transparency and fairness.
Each employee should conduct some online research—something that wasn’t available to us in the past—on how to be seen, appreciated, and promoted in their careers. Self-development remains the best way to advance and grow in any career.
Cafe de Vie 