Not everyone is well-suited to manage others. It is crucial companies take the time to choose the right person for the job.
Inc. shares the following factors to consider when you are choosing a new manager.
- Your top performer may not be your top manager. It is common for top performers to be promoted to management positions, but just because someone succeeds in one role does not mean he or she has the qualities of a great manager. Someone with the potential to manage others should be comfortable leading and communicating, able to remain impartial and able to face tough situations. If your top performer does not have those qualities, do not put him or her in a manager position. Or, if a top performer wants to grow into a manager role, you will need to allocate time and money to train the individual.
- Has the employee managed before? Every manager will have a first time. It requires years of experience to reach expertise, so there will be room for improvement when you choose someone to manage who has never managed. If you are unable to give the role to an employee with previous managerial experience, it is crucial to provide the appropriate training to the person who has never managed so you can maximize his or her success.
- Will the employee be managing former peers? If the person you want to hire as a manager is currently a part of the team he or she will be managing, it can create friction as the relationship changes. If the previous manager is being promoted, ask that person to talk to the direct reports regarding their feelings and concerns about the new possible manager. You may decide to move the future manager to a different team, or you may decide to ease him or her into the role while taking necessary precautions.
- What training and coaching are you willing to offer the employee? Training is vital for all managers. Their performance greatly affects a company’s culture. Perhaps you are willing to provide a coach to guide a new manager. Success is more likely if you are proactive in coaching and monitoring the new manager’s transition. Once someone has been hired, take extra time to check in and stay involved with the transition process.
