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<\/figure>\n\n\n\nMentor First Then\nPromote<\/strong><\/p>\n\n\n\n Past experiences show that first-time\nmanagers will fail within their first year. Not only is this stressful for a\nnew manager, but it costs the organization and manpower firm money. Before\npromoting anyone into a managerial level, give them an opportunity to learn\nwith the support of a more experienced or a seasoned team member. Mentoring\nsomeone to see what it\u2019s really like to manage will help build confidence.<\/p>\n\n\n\n Being Able To Do\nThe Job Before Promoting<\/strong><\/p>\n\n\n\n When it comes to promoting, the\ngeneral advice is to make certain the team member can do a job before getting a\npromotion. There is a fine logic here because there is always the risk that the\nperson doing a job may feel grudge for doing something they\u2019re not being paid\nor recognized to do, however, if you openly convey the plan and provide\nrealistic guidance, the team member will understand. Be sure to follow up with\nthe promise by promoting the person in a timely and fair manner.<\/p>\n\n\n\n Give Leadership\nTraining<\/strong><\/p>\n\n\n\n Invest in your employee and provide\nthem with professional leadership training. Send them to 3rd party training\nprograms that will give them an outside perspective and will also allow them to\nconnect with leaders outside their company. Encourage attending leadership\ntraining programs to help with career growth.<\/p>\n\n\n\n Set A 90-Day Plan<\/strong><\/p>\n\n\n\n The initial 90-days of anyone\u2019s\nemployment in a new position is critical. Think of it as a probationary period\nwhere you are able to help guide the person to success by setting expectations\nand also see if they\u2019re suitable for the position. Sit down with the new\nmanager before their promotion and set the first 90-days as if they\u2019re a new\nemployee. This will help to make sure that everyone\u2019s on the same page and that\nthe new person is availing the support they need to succeed.<\/p>\n\n\n\n Allow Mistakes To\nHappen<\/strong><\/p>\n\n\n\n New managers are bound to make\nmistakes and the reality is that this is the best period for them to learn.\nStay out of the way by allowing them to make mistakes. Only intervene if the\nmistake is an absolute critical like it would be too expensive or will surely\nresult in an outcome that is intolerable. While intervening, let the new\nmanager know the reason and educate them along the way so they have a chance to\nlearn and avoid these kinds of decisions going forward.<\/p>\n","protected":false},"excerpt":{"rendered":" Here Mr. Atul Mahajan, Director, Trendsetters Facilities & Technical Services (TFTS) which is Delhi\u2019s Top manpower outsourcing company shares things need to consider before promoting an employee to a manager.<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2,4],"tags":[7,5,10,11],"class_list":["post-26","post","type-post","status-publish","format-standard","hentry","category-best-manpower-outsourcing-company-in-delhi","category-trendsetters-facilities-technical-services-pvt-ltd","tag-best-labor-outsourcing-firm-of-india","tag-best-manpower-outsourcing-company-in-india","tag-best-payroll-outsourcing-company-in-delhi","tag-tfts","ct-col-2"],"aioseo_notices":[],"aioseo_head":"\n\t\t\n\t\n\t\n\t\n\t\n\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t\n\t\t