Most companies love to promote from within. Not only is this a way to recognize high performers and reward them for their work, studies show it also helps motivate employees and leads to more employee retention. Sometimes, however, even the most skilled and high-performing employee may not be cut out for a leadership role, and this is a difficult truth to face.
Often times it is assumed that these employees will develop leadership and management skills once they are put in these positions, but some just never get there. It’s easy to forget that what makes a great employee is NOT always what makes a great manager. Problems in management usually start small, and come down to the simple fact that the newly-promoted employee is unprepared to juggle the different challenges that come along with leadership. Complaints or mistakes begin to accumulate, and entire departments begin to crumble.
So how can leadership be proactive about promoting the right employee? A new article from Chief Executive Magazine lays out some very insightful tips to identify the right person for the job. First off, choose a high-performer that has had success in a variety of circumstances. This adaptability is a big indicator or success down the line. Next, choose someone who is always willing to listen and learn. This blog shared an article several weeks back on how much continued learning plays a role in becoming a great leader. Those unwilling to learn often contribute to toxic work environments. Third, does the employee have the potential for growth? Do they communicate and problem-solve well? If so, they will transfer these skills into a managerial role. Fourth, internal motivation is key. Self-motivation and focus are always desirable traits in leadership. Those who aren’t usually need to be managed, not vice-versa. And lastly, if the employee is a good fit culturally, they will likely become great leaders. If their values align and they are comfortable in the work environment, many employees will grow into successful managers even if they hit a few early bumps in the road. Take a minute to read the full article here before it’s time to promote your next high performer.
