Promoting from within can be one of the most powerful things you do for your culture— but when done poorly, it can hurt trust, spark resentment, or even cost you a great employee.

If you’re considering internal hiring, here’s how to do it right—so your whole team wins.

1. Get Clear on the Role—Not Just the Person

Before you decide who to promote, define:

  • What does success in this role look like?
  • What new skills or responsibilities are required?
  • How will we support someone stepping into this for the first time?

Start with the job. Then consider the person—not the other way around.

2. Avoid the “Default Promotion” Trap

Just because someone has been around the longest doesn’t mean they’re the best fit.

Promoting someone out of obligation (or convenience) can:

  • Set the wrong precedent
  • Undermine team trust
  • Lead to future performance issues

Instead, evaluate based on capability, alignment, and growth potential.

3. Open the Opportunity to Everyone

Even if you have someone in mind, don’t skip the process.

Invite qualified team members to:

  • Apply
  • Express interest
  • Interview formally

This creates transparency, removes favoritism, and helps everyone understand what’s required for advancement.

4. Train and Transition with Intention

A promotion is not the finish line—it’s the starting point.

Once you promote someone:

  • Give them training (not just a title)
  • Create a clear 30-60-90 day success plan
  • Offer ongoing feedback and mentorship

Support them like you would any new hire. Their success reflects on you.

5. Communicate Clearly with the Team

Promotions can trigger team tension—unless you handle it well.

Make time to:

  • Announce the decision with context and clarity
  • Reaffirm your commitment to fair advancement
  • Highlight other growth paths for those not promoted

The way you communicate a promotion shapes how the rest of the team responds to it.

Final Thought: Internal Hires Deserve a Real Process

Promoting from within isn’t about taking shortcuts. It’s about building trust, investing in your people, and strengthening your culture.

Do it right, and it creates loyalty, momentum, and growth—for everyone involved.

Ready to Build a Stronger Team?At Dentist Partner Pros, we help practice owners and associate dentists create hiring and growth systems that last. If you want to strengthen your culture, retain top talent, and promote the right way, connect with us today to start building a practice where people thrive.

Related Reads for Hiring and Leadership Strategy

5 Steps to Hire a Rockstar Dental Team Build your process from scratch—or refine it mid-year.

5 Leadership Moves to Build a Team That Acts Like Owners Internal hires often become future leaders. Set them up to lead like owners.

5 Ways to Lead Culture Without Forcing It How great practice owners shape culture intentionally. Without it feeling fake, forced, or fluffy.

How to Build a Scalable Hiring Process Make your internal hiring part of a repeatable, fair system.

Reassessing Your Hiring Strategy Mid-Year The year’s not over. Adjust now so your team is stronger by Q4.