Here is another valuable Management Tip of the Day from Harvard Business Review. To sign up for a free subscription to any/all HBR newsletters, please click here.

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Conversations about promotions can be tense — both for the person asking and for you, the manager. Your first instinct might be to consider whether the employee is a “good fit” for the new role, but it’s better to focus on their skills.

o Ask yourself, “What will the person need to do the job well?” Then communicate the answer to your employee.

o For example, you might say: “You would need to develop expertise with Tableau,” or Excel, or giving presentations. That is a far simpler message to deliver than “I don’t know if you’re equipped to be a manager yet.”

o By breaking down the role into the required skills, you’ll demystify the promotion and make it more attainable for the employee.

o Plus, a request to learn new skills is much easier, and quicker, for you to grant.

Adapted from “How to Support Employees’ Learning Goals While Getting Day-to-Day Stuff Done,” by Nick Gidwani

To check out that HBR article and join the discussion, please click here.

Here’s a direct link to dozens of other Management Tips.