Business leaders have a responsibility to identify and promote the right people into management positions. After all, building a strong, stable management team is critical to the success of any organisation. However, deciding exactly who to promote into management can be challenging, because eagerness, enthusiasm and even technical competence can easily be misconstrued for management potential.
Ask yourself the following questions when considering promoting an employee into a management position:
Rewards and status are often associated with management positions. Yet there are many other extremely important, specialist roles within companies in which those employees who are not suitable to management posts could well thrive. These roles should be positioned as viable alternate career paths, complete with meaningful status and rewards.
It's vital that management promotions are carefully planned, because the right people in the wrong positions lead to the loss of critical skills and ultimately, demoralised employees.