Admit that Stan is not the “Man”

Categories: Blog, Communication, Company culture, Management, and right people.

Let’s say you have an amazing employee: they’re passionate about what they do, they work well with the team, and they produce. Naturally, the next step is to promote them to a managerial role. However, a management position requires new skills, and not everyone is suitable for the role.  

So now, your previous stellar employee now falls short.  

A Gallup poll of more than 1 million employed U.S. workers concluded that the #1 reason people quit their jobs is because of a bad boss or immediate supervisor. Those 75% of workers who voluntarily left their jobs did so because of their bosses and not the position itself. 

It’s crucial that you have the right person in the right managerial seat.   

Essentially, just because someone can do the job well does not mean they can manage others and guide them to produce the same work they do.  

Having someone in the right seat means the person’s values, skills, and experience are aligned with what is needed for the company for that role. 

At the core, people work for other people, not companies.  In order to effectively lead others, managers must understand their direct reports, their personalities, their roles… and how to best inspire and motivate them to perform at their best. 

Some people are not cut out to be managers.  Hence, Stan is NOT the man, and he shouldn’t be put in a role as a manager. 

However, it may be that Stan IS the man; he just needs some training, coaching, or mentoring to get him there. 

If you feel that you have an employee that isn’t in the right spot, but are unsure where to start, please reach out.  We have the tools to help.  

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