Finally! After months of careful consideration, you've decided to promote one of your high-performing employees. You've analyzed their performance, evaluated their work ethic, and decided they are due for a promotion.
But three months down the line, things aren't working out. Their productivity levels have dropped, morale is stagnating, and the people they're supposed to be leading are lost. What went wrong?
Many organizations simply promote high performing employees without considering that supervisors are people that lead, uplift, and empower their colleagues. This is especially true for service-based businesses where leaders manage people in the field. Supervisors that embrace the personal qualities of leadership build healthy and productive teams. Managers who just go through the motions are usually in a different position within 12 months of their promotion.
In service-based businesses, many people underestimate the importance of managers and supervisors. These are the people who manage the daily moving parts of your business that impact your bottom line. While people in these positions may not have formal education, they're directly responsible for engaging the majority of your workforce. This heavy burden on supervisors makes it worthwhile to invest in their ability to manage people.
Research from Gallup finds that companies "fail to choose the candidate with the right talent for the job 82% of the time." However, the issue isn't that organizations simply aren't any good at finding talent, instead, most organizations neglect the importance of nurturing their high performers through consistent and formal training.
In the upcoming blogs, we'll look at why the industry needs a reboot of middle-management training and how developing your supervisors benefits your organization's future.