How to Know When Your Employee is Ready to Become a Manager

When it comes to selecting the right manager, companies get it wrong 82% of the time.

Internally hiring managers is usually a good idea. But, it's easy to confuse the length of employment as the main criterion and miss seeing more vital traits. These are some key traits to look for in an employee you're considering for management.

 

1. A de facto manager among employees.

Some employees are natural leaders. If you notice someone that other employees depend on for help or answers, those employees have unconsciously indicated that they trust that employee's leadership and problem-solving skills.

 

2. Gets along with people.

Suppose that half of all employees leave a job to get away from their supervisor. So, it's nothing small to find an employee that gets along with others. It doesn't mean they are yes-man, but that they can work with others.

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A good manager has no trouble getting along with everyone.

3. Self-motivated.

This employee doesn't always need to be told what to do. They see the big-picture. They know how the moving pieces fit together, and they naturally undertake the task and make sure everything works together well.

 

4. Engaged at work.

Only 33% of employees believe that they are engaged at work. Unengaged employees lack attention to detail and enthusiasm. You need a manager to display engaged behaviour, and who can also attract others to stay engaged. An unengaged employee isn't going to care once they become a manager.

 

5. Loves to learn.

A manager is always learning, be it some new tech, trends, or trade secrets.

 

6. Volunteers for tough jobs.

A great manager sometimes ends up doing the job no one wants to do. After all, they lead by example. They understand the value of hard work.

 

7. Focuses on the team rather than self

The employee who sees things from a manager's viewpoint prioritises the team. Listen to how they talk in meetings and their concern for the team and business.

 

8. Good communicators.

Employees with managers who have regular meetings with them are three times more likely to be very engaged at work.

If the employee is good at communicating in all situations, they are ready to manage. The main thing about management is that it depends on the ability to communicate what employees need to do.

Focusing on the team rather than themselves is a trait of a good manager.

9. Loves to solve problems.

An employee who loves to seek issues and find a way to fix them is a rare breed.

 

10. Knows the experts.

A manager realises that they don't know everything, but they do know which employees have better knowledge in certain areas. Find an employee who knows when to ask, what to ask, and whom to ask.

 

11. Goal-setter.

Managers who help employees set goals makes them 17% more engaged. If an employee can determine what personal goals are needed to accomplish what's required, they can help other employees do the same.

 

12. Does not micromanage.

Don't promote an employee who tends to get involved in others' work or business because they think they can do it better. The more power micromanagers have, the worse they get.

A good manager does not micromanage their direct reports.

13. Responsible.

Find the employee who doesn't make excuses or blames others. Find the employee who owns up to their failures and mistakes. They admit what they've done. They can handle the reproach and learn from it and make improvements.

 

14. Empathy.

Empathy is the ability to understand others' feelings. It is rare to find an employee who can make smart management decisions because of or despite empathy.

 

15. Always ready to lead.

This employee is always ready if they're given a chance to lead. 

If you think you have an employee who's ready to become a manager, allow them to lead in small ways, so they get a shot on leadership.

 

16. Professional.

The employee shows up on time, wears the uniform, treats customers and colleagues with respect, and is productive. They care for the business' success and not in it just for the paycheck.

 

17. High integrity.

The employees follow whoever leads them; for example, a dishonest manager leads to dishonest employees. If you can't trust your employee, none of the other 16 items on this list will matter. You have to be able to trust the employee to handle the business when you're not there.

 

Internal hiring is logical but tricky. People always assume that employees who have served a company the longest should be the first to be promoted. That thought is wrong and is a part of the 82% failure rate mentioned at the beginning of this article.

With that in mind, you can start to look at your employees, find the ones with manager quality and make the right choice for your company.

Learn more about AJobThing here!

Source: When I Work

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