Have you noticed an employee performing well who might be ready to take on more responsibility? Read our guide to empowering your team members and ensuring their new leadership role is a successful one.
If you have an opening for a new position within your business, you might be faced with the age old dilemma of whether you should promote from within or look for new external talent.
Both approaches have their pros and cons, but by promoting internally, you will have the added benefit of knowing that the new hire has an existing knowledge of your business and the drive to succeed as part of the team.
By nurturing your employees and helping them grow within the company, in time you will empower them to be more confident, to make better decisions and to take on more responsibility, leaving you with more time to think strategically and focus on growing the company.
However, a wrong and premature promotion can do just as much damage as hiring someone inappropriate from outside the business. Read on to find out how you can develop and empower your team:
1. Training is an essential step to success
The biggest mistake that you could make when promoting from within is to give an employee added responsibility without adequate support. Training and guidance will teach them new skills required for the role and will provide you with the opportunity to fully outline their new responsibilities and what is expected of them.
Provide them with a mentor who will be able to teach them how to manage and lead a team and can coach them through the transition. Investing in training from the start will significantly benefit you and the employee, and will reduce the risk of issues and problems surfacing later on.
2. Set expectations right from the start
For employees to be truly empowered and able to work independently, they need to know what they are working towards. To do this, be sure to clearly share your business’ short-term and long-term plans and company goals, so that they are able to understand their role in the plan. This will help ensure that they feel they are a key cog in the business and it will help them to understand how they, and their team, have an important role to play.
You also need to monitor the performance of the new manager and their team, particularly in the first couple of months of them assuming their new role. Establish a set of core metrics which can be used to evaluate the team and to ascertain how well the employee is performing in their leadership role. Examine factors such as whether the team is operating on budget, whether they are winning or developing new business and if they are achieving set targets.
This process will give your employees a clear direction and structure as to what they are working towards and what they need to do to achieve their goals.
3. Giving feedback is important
For employees to succeed, they need specific, objective feedback on a regular basis, informing, enlightening and helping them to improve their performance and keep morale within their team high.
Ideally, you need to be giving managers your feedback on a weekly or monthly basis, and you should incorporate input from members of their team to get a 360 view of their performance. If your managers receive complaints from staff, then resist the urge to get involved and fix the problems yourself. Instead, speak to the manager and ask them how they would solve the situation and put this into practice – this empowers team members to think and act independently, giving them responsibility and saving you from extra hassle.
The key to empowering your employees is to have a process and support system in place that allows them to make the comfortable step up to succeed in their new role. What have you found to be the best ways to empower your team? Share in the comments below and tweet your thoughts to @BlackBerry4Biz