Performance & Development
Promotion Readiness Interview
A promotion readiness interview is a structured conversation that helps a manager and an employee assess whether the person is ready for the next level, which gaps remain and what to do about them. It is not the promotion decision itself: it gives both sides a fair, evidence-based picture. These questions explore ambition, current impact, the demands of the target role and a plan to bridge the gap.
16 questions
When to use this template
- When an employee asks about a promotion, or when you think someone could be ready and want to check before putting them forward.
- Ahead of a promotion cycle, so that candidates and managers share the same view of what the next level requires.
- After a promotion decision that did not go the employee's way, to explain the gaps and agree on a way forward.
Questions to ask
Ambition and motivation
- 01What draws you to the next level?
- 02What do you expect to be different in the new role?
- 03How does this step fit into where you want your career to go?
Current impact
- 04Which of your recent results do you feel already go beyond your current role?
- 05Can you give an example of a time you took the lead without being asked?
- 06How do colleagues and other teams rely on you today?
Understanding the next role
- 07How do you understand the responsibilities of the role you are aiming for?
- 08Which parts of that role do you feel ready for, and which are new to you?
- 09What do you think the hardest part of that role would be?
Strengths and gaps
- 10Where do you think you are already operating at the next level?
- 11Which skills or experiences are you still missing?
- 12What feedback have you received that touches on those gaps?
Plan and expectations
- 13Which two or three things should you do in the coming months to be ready?
- 14What support would you need from me or from others?
- 15How and when will we review your progress against this plan?
- 16What are you expecting from this process, and what is the timeline you have in mind?
Tips for a useful conversation
- Define the expectations of the next level in writing beforehand, so that both sides discuss the same criteria.
- Use specific examples of work and behaviour, not impressions or length of service.
- Be clear that the conversation is not a promise: explain who decides, on what basis and when.
- Where there are gaps, say so plainly and kindly, and pair every gap with a concrete way to close it.
- Follow up on the plan at the agreed dates; a promotion plan that is never reviewed erodes trust.
Mistakes to avoid
- Implying that a promotion is guaranteed when the decision depends on other people or on available positions.
- Judging readiness on seniority or on potential alone, without evidence of current impact.
- Giving vague gap feedback such as “you need more presence” with no example or action.
- Leaving the employee with no timeline or next step after the conversation.
Let Passisto People hold these conversations
The AI agent holds structured voice conversations with your employees and gives managers a clear report. People decide what happens next.