AIBU to persuade a colleague to step up when he’s already said no?

[Troubadory]

I have a person in my team who is clearly ready for the next step up. He does most of the next level job already. There’s a round of promotions every year, and I’ve suggested he puts himself forward. He said he doesn’t intend to, and doesn't think he is operating at the sufficient level; essentially he wasn’t good enough.

I know that privately he’s told another member of the team that he doesn’t think he’ll be promoted at this firm and that to advance he’s concluded he’ll need to move on.

I can’t guarantee him the next level job, it’s not my decision. AIBU to continue to try to persuade him?

Of course you are being unreasonable to try to push a grown man into something he has clearly stated he doesn’t want to do.

if you have evidence that he is already doing a chunk of the next level job, did you present that back to him when he said he didn't think he was capable?

If you're his line manager then I think you should try to persuade him to go for the promotion. Staff development is part of your job. If you're not, then I'd leave it.

It's a major issue that you happen to know what he said privately to another member of staff. Makes me think that this may not be a firm I would want to work in either...
I supervised someone like that. You can encourage them till the cows come home but if they don't feel ready, they don't feel ready. I often try to present it as "apply and go to the interview so that you have some idea what the process looks like for when you are ready" I suppose though it is easier to sell that idea when they applying externally.

YWNab to try and boost his confidence and address any concerns he has. Probably best to avoid doing it for the sole purpose of making him go for promotion but there’s no harm in letting him know he is valued where he is.

Id be questioning why he feel so low about his prospects at your company tbh.

This.

edited as posted too quickly

if you are his line manager then you should coach him for readiness and if he feels that he’s not ready then you need to reflect on what about your leadership makes him think this way

if you’re not his manager then he may be aware of things you’re not, like sanctions that prevent him from applying that you wouldn’t be privy to, but it’s better for him to say he doesn’t feel ready than give a reason as to why he won’t be able to be promoted

I imagine it’s that he just doesn’t want to do it at your company

Is this a reverse, OP? How would you know what he said privately to someone else?

Do you have a mentoring scheme or development plan that might help build confidence? I would encourage that rather than the promotion.

Does the promotion involve starting to manage others? That’s not for everyone

Also there may be a perception that the expectation is to work longer hours or travel or something that is putting them off

In short, if you want to annoy them carry on going on about this promotion. If you are genuinely interested in their development then listen to them and what they see themselves working on

From a mutual colleague, who he discussed it with.

I am his line manager.

Thanks for the comments so far.

If he discussed with a different person who then came and told you about it I can see why he wants to leave your company. It’s really inappropriate.

And you didn’t answer my question, is this a reverse? I don’t believe any reasonable person would think that this is okay.

I'd just keep your beak out. Perhaps he's seen what promotion means at your company and doesn't fancy the pressure/hours/responsibility. Perhaps he just wants to move on. Perhaps he's someone who doesn't want to move up the ladder anywhere - some of us are just content doing our bit and going home.

Depends on the person really, but I did persuade someone to step up once and they absolutely excelled (they didn’t think they were ready). We still joke about me twisting their arm and they have used their example with their team in similar situations.

I have also seen people considered ready who failed pretty spectacularly, so it’s not always a success

As a line manager, I would strongly encourage anyone I manage to apply for promotion if I felt they were ready for it.

However, I would respect their decision if they chose not to apply, and I wouldn’t keep pushing it.

I'm thinking this too.

DH is ready for and doing most of job above him, but when it came up for interview, he declined as he doesn't want to step up in current organisation because it is 'toxic' and he knows he wouldn't get the right support to develop, would just be more rubbish being dumped on him.

So he has applied for the level up role I'm another organisation which he has been told is much better at supporting it's staff.

OP - don't keep pushing. This person clearly has their reasons for not wanting to move up in the role where they are now. It does sounds like there is a lack of confidentiality which may be a contributing factor

So why is he doing the work of the next level up? If you're his line manager, you need to stop that from happening. He's clearly told you he's not interested in moving up so stop giving him that extra work.

This.
As his line manager, it is your job to ensure he is not dumped on by being given extra work above his level. Or if he is happy to do the work, to ensure that he gets an additional payment for it.
It sounds like the roles and job descriptions in your organisation are too blurred and not being adhered to.

Massively unreasonable. Sometimes I tell different people different things to appease them and deflect from the actual reasons because its none of their business.

Bottom line, he isn't applying because he doesn't want to. Respect it.

What do you want out of this? Really consider your motivation. Deep down, are you hoping he gets promoted and you get some kudos for knowing best? That he thanks you and management praise you for being wise? Try and understand why you think your motivation trumps his, even if you think you're right.

I won't comment on how you know what he said to another colleague - there are so many nuances there and I don't agree that it is automatically a negative thing.

Do you have any formal review points coming up i.e. end of year reviews? If so, and assuming that still gives enough time for him to apply, I would prepare a business case for his promotion, highlighting all the ways he is fulfilling the role/meeting the criteria etc. Don't try and persuade him again, just show him your thinking and try and lead the conversation in that direction.

It could be that he does want to advance, just not in that direction - perhaps the role isn't what he wants or there are other areas within the organisation he'd like to explore. Go in with the aim of finding out what is he actually wants, rather than just trying to push him towards a role that might not be a good fit, despite his capabilities.

I think I may have voted incorrectly, but YANBU.

It sounds like he does want a promotion but doesn’t feel confident he’s doing enough to get one - and might leave to seek one out. So therefore I’d say a catch up/ appraisal might do wonders.

Obviously all job applications come with the risk of disappointment, and particularly internal ones. But he’s already thinking of going, so really what has he to lose?

Personally, having worked in my early career for a small firm who rewarded hard work and learning with salary increases and job title changes and steps up, often unasked (you could turn them down!); now I’m in the world of ‘we do it all very formally, with applications and interviews and such’, I find it awful. It’s off putting and intimidating. Very happy to chuck more responsibility at you, but if you think you deserve a pay increase or step up because of it, you must wait until a certain time in the year and then put together a case for it to go to various committees and boards and then have an interview! It all feels set up only to benefit the employer. (rant over!)

There are people who are incredibly skilled at self promotion: pushing for promotion and changing jobs regularly to climb the ladder. Marvellous at applications and interviews (though often less good at the actual job!). Speaking to those that are doing well in their role and helping them make the next step - particularly if they are less confident about applying for promotion and such - can only be a good thing.

Do it, and highlight all they are doing and why you think that means they’d have a good chance at getting the job!