(my subject for term paper ... any assistance in this matter will be GREATLY appreciated)
Are there any companies with proactive policies or procedures to motivate, encourage or guide employees when the employee fails to get the promotion they either applied for or perhaps were expecting? Are there any companies addressing the possible feelings of rejection, disillusionment, dissension or resentment employees might experience that could lead to poor performance or voluntary exit from the company?

Have you experienced companies being concerned about this issue? Do most companies leave the "bad news" to the managers and fail to do any follow up on how it impacts on the employee?



------------------
Ag

AGSTER,

Though an important point, I think the aspects you speak of were more part of Human Resource Department policies under past quality systems. (ISO 9000: 1994, QS-9000 etc...)

With the release of TS-16949 this aspect has taken on the added dimension of being a requirement under Element 4.1 (see impact on society and employee motivation, empowerment, and satisfaction)

I think we are all looking for ways to meet these requirements, ones in which I do believe.

Also keep in the back of your mind that there are reasons that employees are not promoted or recompensed and there needs to be a system to communicate those to the employee.

If there is a structured development plan for employees, they know what is expected and what tools the company will provide to meet those expectations.

ASD...