Business Education

Two Rockstars, One Promotion—Here’s How Smart Managers Make the Toughest Call

When two exceptional employees are vying for the same promotion, the decision becomes one of the most challenging yet crucial choices a small business owner can make. Both candidates have proven their worth and demonstrated leadership potential, making the selection process far more complex than simply comparing performance metrics.

The stakes are high: promote the right person, and you strengthen your team’s future; choose poorly, and you risk losing talent and damaging morale.

Rather than relying on gut instinct, successful managers approach this dilemma with a structured framework that looks beyond surface-level achievements to evaluate strategic thinking, cultural fit, growth potential, and the specific needs of the role ahead.

5 Steps to Choose Who to Promote Between Two Star Employees

This is a big decision because when you have two top performers, both of whom appear to be the best fit for the same promotion, you can only go with one. It’s a good problem to have, but it’s still a problem. The wrong choice can sow division, tank morale, or even cause you to lose great talent. So, here’s how to navigate this high-stakes decision with clarity, empathy, and strategic foresight.

1. Define the Role’s True Needs

Before comparing candidates, define what success in the new role truly looks like.

Is it mostly strategic or still hands-on?
Does it require cross-functional collaboration, vision setting, or people management?
Are you looking to scale something that’s already working or lead transformative change?

Once you’re clear on the mission, you can assess which candidate aligns best, not with their past performance, but with the future demands of the role.

2. Look Beyond Metrics

Star employees often have stellar KPIs, but numbers alone don’t make a leader. Consider the following:

Influence: Who do others turn to for guidance or inspiration?
Resilience: Who thrives under pressure, adapts quickly, and keeps others steady?
Initiative: Who goes beyond their job scope to spot and solve problems?

These qualitative traits often separate a high performer from a high-potential leader.

3. Evaluate Cultural Impact

Promotion isn’t just about upward performance—it’s about how someone lifts those around them. Ask yourself:

Who mentors others or champions the team’s growth?
Who models your company’s values when no one’s watching?
Who adds to—not just fits into—your culture?

The ripple effect of a promotion is real. Choose someone whose impact elevates the collective.

4. Consider Timing and Trajectory

Sometimes, both employees are capable, but one may be more ready right now.

Who has the broader skillset today?
Who could thrive even more with time, mentorship, or a different opportunity?

If one star isn’t quite there yet, it doesn’t mean they won’t shine even brighter in the next round. Be transparent and offer a clear growth path.

5. Be Thoughtful, Transparent, and Kind

Whatever your decision, communicate with care. Explain how the choice was made, acknowledge both candidates’ contributions, and outline what’s next. If someone isn’t promoted this time, make sure they’re seen, supported, and set up for success in the future.

Here’s the bottom line. Promotions aren’t rewards for the past—they’re bets on the future. When you choose the right person for the role, not just the one with the best track record, you set your team—and both star employees—up for long-term success.

Want to Accomplish More?

Do you want your company to grow faster and earn more while spending more time with your family doing everything you started your business to do?

We can make that dream a reality. Give us 30 minutes, and we will show you how to get your life back. Skeptical? Good! Put us to the test.

You can call us for your free appointment at 480-636-1720, or, if you prefer, send us an email. You can also visit us at Waters Business Consulting Group to learn more about us and the services we offer. … And don’t forget to check up out on LinkedIn!

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Pros and Cons of Work-Share Programs

April 29, 2020 No Comments

In times of uncertainty, particularly when there’s a financial crisis, work-share programs can serve as a temporary solution. But, these systems are not perfect. However, that doesn’t necessarily mean you should outright dismiss the option. Read on to learn more about the pros and cons of work-share programs. Biggest Downsides of Work-Shares As the nearby quote explains, work-share programs are offered by local governments to help small businesses in times of need. They give businesses the ability to reduce employee hours without having to resort to letting them go. As you might imagine, work-shares have their pros and cons. And, the first downside is that your business (or employees) might not qualify. If it does, another downside is that it could be more lucrative for team members to find alternative employment. Work-share programs let businesses temporarily reduce the hours of their employees, instead of laying them off during economic downturns. Technically referred to as short time compensation, the goal of work-sharing programs is to reduce unemployment. Work-sharing should not be confused with job sharing, which allows two part-time employees to share one full-time job. Instead, work-sharing allows a full-time worker’s hours to be reduced, in lieu of laying off the worker. —National Conference of State Legislatures Of course, if there’s an outright unemployment option that effectively supplies comparable or more compensation, that’s another downside. Then, there’s the matter of timing. Meaning, how long you’ll need the assistance and whether or not it’s sufficient to carry you and your employees through. Top Advantages of Work-Shares Now, there are obviously good things that come with work-share programs. These can be a real lifeline when you and your business needs it most. Here are some of the largest benefits of work-share programs: You can avoid layoffs. Okay, the most obvious advantage is the fact that you don’t have to resort to firing team members from your company. Work-share programs help you to keep your employees on the payroll, even if it’s a smaller one. It provides ongoing continuity. Another benefit is that your business can essentially carry on as usual (or as good as possible) for at least a short period of time. That can really help to save your business’ operations and keep productivity going. The arrangement helps maintain morale. Yet another upside to a work-share program is it helps to keep morale up since you’re keeping people employed and in a familiar work environment — even if it’s temporarily in another setting. You don’t have to start over again when it’s over. When the time comes to resume normal operations, the ability to retain employees helps you avoid having to hire all new staff and start over by training from scratch. What other pros and cons would you add to the list? Please comment and share your thoughts and experiences! Interested in learning more about business? Then just visit Waters Business Consulting Group.

Stop Chasing Rock Stars and Learn Why “Average” Hires Are the Real Secret Weapon for Building a Thriving Business

April 9, 2026 No Comments

“A-players hire A-players; B-players hire C-players.” This quote is often attributed to Steve Jobs, and whether he coined the phrase or not misses its point. The sentiment is obviously about a fundamental strategy to succeed in business. So, many entrepreneurs subscribe to this belief, thinking it’s practically infallible. However, that’s simply not the case because plenty of business owners have discovered that chasing top talent is the proverbial carrot on a stick. Instead, they adopt an alternative approach and seek out “average” individuals instead. Here’s why.

New Research Shows Monitoring Employees Does More Harm than Good, and Small Business Owners Should Pay Attention

May 7, 2026 No Comments

In theory, entrepreneurs need to know everything that’s going on in their businesses. From the smallest detail to the most obscure, to the nuances that make up daily operations. Sounds like a great idea, doesn’t it? After all, who wouldn’t want to know each detail? It’s their company, after all. But like the old cliche goes, be careful what you wish for. And now, there’s proof the devil is definitely in the details. Read on to learn why monitoring employees can inflict far more damage than the problems it ostensibly solves.