A supervisor position opens up at your company. You immediately think of a top staffer as the perfect for the job. Good move – right?
Maybe not. Reason: Not everyone is hunting for a promotion to “the next level.”
There are some staffers who enjoy what they do, feel challenged and have no desire to give up what they’re doing.
And there are some staffer who just aren’t good fits for management, no matter how good they are at their jobs.
Some reasons not to promote
Here are some questions to ask before promoting a staffer:
What does the person want?
It may not be a promotion. Instead the person could be seeking more training, more time off or even a transfer to another department. Ask the staffer what he or she is looking for.
Does the staffer want to be a supervisor?
The staffer may not relish the prospect of overseeing people all day. Some people just don’t want the responsibility and demands that come with a higher, supervisory position.
Am I overlooking a better candidate?
The most qualified person isn’t necessarily a top performer. There are other good prospects in a company, and one of them might be a better choice to lead and manage employees. Plus: If you promote a reluctant person instead of a staffer’s who raring to go, you could end up losing two good performers.
Is the person really management material?
Some staffers can have good skills but lack in leadership skills you need in your managers. Evaluate the person based on his or leadership and communication skills, not just on how the person performs, how long he’s worked for the company, etc.