For most employees, a promotion would be seen as a fantastic achievement and opportunity.
However for some, the thought of been promoted is equivalent to their worst nightmare coming true. And often it’s not the extra work responsibilities, the potential longer hours or having to report to a different manager that freaks these people out. It’s the fact that with promotion comes the real possibility of having to manage someone or a team.
As a business manager or owner, do you take these thoughts into consideration? That this newly promoted person may need to manage another person or a team? On average there tends to be more of a focus on the measurable more tangible outcomes and targets of the job, the key performance areas, as opposed to the fact that this newly promoted employee may be the next office ogre. How often is the question asked, “Does this person (soon to be promoted) know how to manage people?” Actually, I should rather say “successfully” manage people.
It’s not about giving instructions, chairing a meeting or ticking off an annual performance appraisal, its about that new promotee being able to manage another person or team in such a way that they perform to their optimum with a smile on the faces.
People can be brilliant at their jobs, they can tick all the boxes, but it doesn’t mean they are ready to be promoted and run a team of people or even manage one person. Before they make the move it is vitally important to assess their management skills and then provide them with the correct mentoring, training and coaching in order to pursue their new position successfully. Set them up for success, not failure.
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