In our Consultancy Practice we meet many people whose move into management was not a pleasant experience. In fact often it can be a career disaster for the candidate concerned and a potential nightmare for the company. We have all heard of successful employees who struggled in management roles, and are left wondering where it all went wrong.
How can you tell when an employee is ready for Management?
First, let’s look at the background to the proposed promotion; often, employees moving into a management position do not fully understand the basics of what this type of role involves and may just be attracted to a pay raise or a more impressive job title. In effect, they may have no idea what they’re getting themselves into when they accept a promotion into management. Even worse, many do not receive effective training, coaching, or mentoring when they make this important career change.
2 questions to ask yourself before you offer a promotion
What benefits do we believe this person will bring to us as a Manager?
How can we support this person as they move into a management role?
If you are comfortable that this employee can really add value in a management role, and that you do have the ability and manpower to ensure a supported move into management for this individual, then approach them about the management role. Don’t actually offer the them the position at this stage, just tell them that you want to know if they would consider having a discussion with you about the possibility of a management role.
Once you have outlined the position in detail to the employee, ensuring they understand the responsibilities and the objectives of the role, including how they are measured and how their team would be measured, you must ask them the 5 set questions below.
5 questions to ask the employee before you offer them promotion
Why would they be interested in the Management role?
What leadership skills have they developed in other aspects of their life (university, clubs etc.)?
Do they have the time to commit to the Management role,
Will this fit in with their family commitments?
What additional benefits do they feel they can bring to the business as a Manager that they cannot bring in their current role?
Really listen to the answers to the questions, analyse their responses, so you can determine whether or not the employee is really ready for the career change. Some professionals get carried away by the idea of an increase in salary or an impressive new job title, and may accept the promotion even though they are not fully aware of the responsibility involved in the position. Some candidates may feel that right now they don’t have the training they need for a management role, and in fact, will realise that they will require assistance throughout their transition.
You’re responsibility as employer
The first step is realising whether or not the person is indeed ready for such a position, and to ensure your company has the time and resources to help them make a smooth transition into the role. You also need to be prepared to accept that the person may not in fact be ready for such a role and that in fact you would need to ensure the right resources and perhaps training programme needs to be undertaken by this person before such a move is considered.
It is much better for the employee and for your business to ensure the time is right for them and if it is then go ahead and offer the role, if it is not, it is much better to organise a training and development program for the employee so that in the future they will be able to take up this exciting challenge.
If you have any questions regarding this article or require further information about our Sales Consultancy Practice, please call us on 0844 2577 888.