Leslie abruptly resigned from the company a month ago after working there for 6 years. Soon after New Years, Leslie was promoted to Manager of the mid-sized department in home office. Everybody in the department is in favour of the promotion, felt it had been deserved and was willing to fully support their new manager.
Let's take a review of how Leslie got the promotion. One key point was attitude. Speak about a "can do" attitude. Through the years, anytime there was clearly difficult put forward, there was Les, front and centre. "I are prepared for that" would have been a common phrase heard from this positive employee. In truth, oftentimes there seemed to be not a 2nd thought provided to offering the challenge to an alternative employee.
Why don't you consider Les's aptitude for leadership. Again, nothing wrong there! Profile after profile showed outright positive scores on every aspect of your skills on the company leadership matrix.
Yet another consideration for promotion was the individual's performance over the past Two years. Again, based on the corporate rating system of a single - 6, Les was there having a 5.45 average rating.
So, was it a reason issue? Was Leslie perhaps not motivated to execute inside new role of Manager? Faraway from it? Nobody gave it really an attempt. Here would be a Manager who came in early on a daily basis; worked through lunch then stayed late. Definitely, we were looking at not those things of an one that had not been motivated to achieve success. So what happened?
An exit interview, conducted through the HR Manager following resignation has been accepted gave some clues to your cause for the departure.
The task of Manager required Leslie to accomplish tasks that have not been carried out in the past. Sure, the mechanics of the work from the department was over were mastered across the previous 5yrs. However, there had been no probability to match the role of Manager with an interim basis during absences from the previous Manager. The fact is there was no formal workout for managers into position in any way.
The business had always assumed that if you could do this the position yourself, you'll probably be a fantastic manager. Unfortunately, this was untrue with this individual. The drive and motivation, the attitude and aptitude were all present. The thing that was not present became a catalyst to place that together. To put it differently, a formal leadership development program.
So, where's Leslie now? Well, eventually take a look highly motivated and knowledgeable employee was engaged in a Management Trainee program interims management while using the competition. Actually, it really is rumored that Les is among the best trainees they have had in years.
Will you have a Leslie working for you? What are you doing to ensure that you do not have a resignation within months of your promotion to Manager?
Let's take a review of how Leslie got the promotion. One key point was attitude. Speak about a "can do" attitude. Through the years, anytime there was clearly difficult put forward, there was Les, front and centre. "I are prepared for that" would have been a common phrase heard from this positive employee. In truth, oftentimes there seemed to be not a 2nd thought provided to offering the challenge to an alternative employee.
Why don't you consider Les's aptitude for leadership. Again, nothing wrong there! Profile after profile showed outright positive scores on every aspect of your skills on the company leadership matrix.
Yet another consideration for promotion was the individual's performance over the past Two years. Again, based on the corporate rating system of a single - 6, Les was there having a 5.45 average rating.
So, was it a reason issue? Was Leslie perhaps not motivated to execute inside new role of Manager? Faraway from it? Nobody gave it really an attempt. Here would be a Manager who came in early on a daily basis; worked through lunch then stayed late. Definitely, we were looking at not those things of an one that had not been motivated to achieve success. So what happened?
An exit interview, conducted through the HR Manager following resignation has been accepted gave some clues to your cause for the departure.
The task of Manager required Leslie to accomplish tasks that have not been carried out in the past. Sure, the mechanics of the work from the department was over were mastered across the previous 5yrs. However, there had been no probability to match the role of Manager with an interim basis during absences from the previous Manager. The fact is there was no formal workout for managers into position in any way.
The business had always assumed that if you could do this the position yourself, you'll probably be a fantastic manager. Unfortunately, this was untrue with this individual. The drive and motivation, the attitude and aptitude were all present. The thing that was not present became a catalyst to place that together. To put it differently, a formal leadership development program.
So, where's Leslie now? Well, eventually take a look highly motivated and knowledgeable employee was engaged in a Management Trainee program interims management while using the competition. Actually, it really is rumored that Les is among the best trainees they have had in years.
Will you have a Leslie working for you? What are you doing to ensure that you do not have a resignation within months of your promotion to Manager?
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