It’s a common scenario: A manager rewards a top employee with a promotion to a supervisory role—and the employee struggles. The problem: Past performance on the line doesn’t always translate into success in the corner office. Not all employees—no matter how well they perform their current jobs—have what it takes.
In a survey by temp agency Randstad, 51% of 3,000 respondents said they didn’t aspire to. The top reasons: too much stress, too many disgruntled employees and having to fire workers.
When considering candidates for promotion to a supervisory position, look for these traits.
- Has good . Someone who prefers working alone won’t cut it.
- Exhibits abilities. Look for employees who naturally step up and take charge. Important: Don’t confuse a quiet demeanor with a lack of leadership skills.
- Takes risks. The employee must not be afraid to be put in difficult situations and tackle challenges.
- Handles conflict directly and professionally. Someone who avoids conflict at all costs will either hate being a boss or won’t be very good at it. Managers can’t avoid dealing with conflict.
- Is a good teacher. This requires and a genuine desire to help others.
- Isn’t afraid to make decisions. An indecisive supervisor is an ineffective one.
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