In this situation, I will approach the conversation with empathy and transparency. Begin by acknowledging the employee’s interest and ambition, as it shows initiative. Then, will provide constructive feedback by outlining the specific criteria and skills required for the promotion, and I will explain where there may be gaps. We will offer to help create a development plan to work on these areas, showing that you’re invested in their growth. This way, the employee understands the expectations clearly and feels supported in working toward future opportunities.

I will have a road map designed for each employee once they are hired, which will clearly highlight what criteria they need to meet to certain milestones. Having an employee roadmap can help avoiding this situation to occur.

Approach the conversation with empathy and encouragement to foster a positive environment where the employee feels valued. Acknowledge and appreciate the employee's interest in growth. Clearly outline the specific criteria required for the promotion and provide honest, objective feedback on where they currently stand. Together, develop a plan with measurable milestones and offer support through mentorship, training, or regular check-ins on reaching the milestones. Following these steps will encourage and support the employee's growth and help them be prepared for future opportunities.

It’s important to approach the conversation with empathy and transparency. Start by recognizing their dedication and expressing appreciation for their contributions. Then guide the conversation to outline the criteria, skills or achievements they’ll need to develop to meet promotion standards. Providing clear, actionable feedback and a pathway forward such as specific goals or up skilling/training helps maintain motivation and shows your commitment to their growth. Have regular follow-ups to ensure progress and keep the promotion process fair and transparent for everyone.

Authentically and like a coach. Why is this considered delicate? Sounds like there is specific criteria that can be pointed to - so let's use this as a coachable moment. Don't dance, don't hide and heavens to Betsy don't BS. Explain with compassion the requirements of the role, where the individual does not meet those requirements and help them build a plan to get there. Do Not build the plan for them - coach them to build a plan that works with their skillset, their timetable and commitment. Guide them to resources - give suggestions. Have them set up touch points with you to monitor progress answer questions. Offer yourself as a resource and have then tap into others in leadership also. Get them ready for the next promotion cycle.