Rising Up: 4 Ways to Prepare Inside Hires for Management Opportunities

 

Your thriving business believes in promoting employees from within its own ranks. This gives a company new management personnel who are familiar with the inner workings of the company from the ground up. It also provides them with individuals who are extremely loyal and committed to the goals of the business. Effective methods of preparing line employees for management positions include taking the following important steps with each and every one of these candidates:

 

Offer Extra Training

 

As soon as you have pinpointed your new management recruits, begin sending them to as much training as possible. This could include seminars, business conferences, online education, and most importantly, one-on-one training. There is also training available from specific companies that focus on coaching, leadership development, conflict management, strategic alignment, and more. Provide them with reading materials and other information that reflect the goals and objectives of the company. Encourage them to read leadership books by Stephen Covey, Dale Carnegie, John C. Maxwell, and other great, motivational authors.

 

Be sure to provide the proper courses for the certifications they will need. For example, an employee who is being moved into a food service management position would have to take the required food handler certification classes that are required by the particular state that the business is located in.

 

Provide a Mentor

 

Match each inside hire with a mentor who has the right tools and skills to teach that specific individual the ropes. This may mean matching the personalities and talents of all of your candidates to current managers who will be able to focus on highlighting the recruits’ strengths and improving their deficits. These mentors should continue to be advising figures throughout the first years of their charges’ management employment to provide continuous support, assistance, and encouragement.

 

Include Them in Important Decisions

 

Immediately after the process to promote them has begun, include the recruits in all important communications and major decision-making sessions. Even if they do not have a vote, and sometimes not even a voice, this can give them first-hand knowledge of why certain decisions are made and what the impact of those decisions will be. It will assist them in making their own informed choices about company issues in the future. All of the prospective managers should be familiar with the mission statement, short-term goals, and long-term goals of the business.

 

Teach Them to Think Long-Term

 

One of the biggest differences between a line employee and a manager is the way they think and the timeline that they are concerned with. A line employee probably doesn’t think of anything to do with the job past the end of the day. A manager must always think ahead and be proactive in preparing for changes, reacting to shortages, and estimating the productivity of the business months and years into the future.

 

For example, a manager must come up with advertising strategies to increase volume, but advertising takes time to put together whether it is a billboard, a television commercial, or a print ad. He must choose and plan a campaign that will not be obsolete by the time the advertising is prepared.

 

Promoting from within your company allows you to utilize individuals with extensive knowledge of the company and its physical, social, and political environment. These people are usually extremely loyal and committed and can probably be expected to stay at this new position for some time (unless they are promoted from within again of course). In the end, it will save you time and effort to give entry-level management opportunities to those who have shown themselves to be forward-thinkers with drive, focus, and initiative.

By: Brooke Chaplan

Brooke Chaplan / Freelance Writer
[email protected]