6 Things To Consider Before Promoting An Employee To A Leadership Position

I was recently speaking to a friend who shared that he had been offered a promotion into a supervisory role but turned it down.

He went on to explain that he loved what he did as an IT Security Administrator, and wasn’t interested in the management aspect of the job. Money was not an incentive for him because enjoying his work was more important than money.

It surprised me because, I assumed that a promotion and a salary increment would have made him accept the offer but I was wrong.

He did not want the title or the money, he just wanted to keep doing what he loved.

All too often managers identify a great performing employee and assume they would also be great at supervising others.

While this may be the case for those employees who are interested in advancing up the ladder, it may not always be a good fit.

So what things should you consider before promoting an employee to a leadership position?

Do They Possess the Right Aptitude?

Aptitude is “a natural ability to do something” and, while leadership skills  can be taught, people with an innate gift to communicate and manage others, will usually perform better in a supervisory role.

Don’t let the rush to fill an open spot cloud your judgment in identifying the right person for the job.

Do They Need Training?

Leadership training is the key to success, particularly for someone who has never supervised other people. There are many new responsibilities that come with managing others and this person will need basic management skills training.

The organization should have an identified management curriculum that the employee is required to learn.

Course topics such as communication, negotiation, conflict resolution, managing performance, time management, budgeting and goal development are examples of core competencies all supervisors should possess.

Most small organizations don’t have the resources to do their own training and use outside trainers to help with this.

There are many great online training courses that you can use.

Do They Have Good People Skills?

Managing other employees requires some basic people skills. The supervisor should be someone who genuinely likes other people (not everyone is a people person) and has an interest in the professional success and personal well-being of others.

They should recognize that people have lives away from work and deal with real life issues.

A good manager cares about their employees, supports a healthy work life balance and helps them prioritize the two.

Are They Committed To The Organization?

Loyalty to the organization is an important characteristic for anyone who influences other employees.

You need someone who understands the reason the organization exists and has a passion for its mission. This commitment and loyalty is what supervisors help to ingrain in those people they manage.

Are They Compliant With Policies and Procedures?

Policies and procedures are how organizations create and maintain quality products and services.

Consistency in how an organization complies with policies and procedures determines its ability to create predictable systems and services that meet the needs of the company, clients and employees.

Are They Organized?

Being organized is an important skill set because it allows the manager’s office to operate efficiently and in a systematic way.

A leader/supervisor needs to have organized files, both electronic and hard files, so they have access to information when needed.

Keeping track of budget expenditures, tracking employee performance and department specific data is an important part of the supervisory role.

Final thoughts

Consider all the above before promoting your employee to a leadership role. Sometimes the top performing employee won’t always be the best manager or leader.

Are you looking to drive your business to success? Do you want to inspire others through your leadership? Sign up for this Strategic Leadership & Management skills training to charter your path.