Devoted to Managers and those that seek to improve their management skills

Here’s the next thing that I considered. What type of person was he? What was his personality type and would he fit into the type of position he was seeking? In other words I was deciding whether he could survive the demands that the new position required. I had seen so many times before where managers with the best intentions, but poor judgment, lost great employees by not asking these questions.

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So here is what I came up with. First of all, while he was able to talk freely in general with most customers, he was personality-wise an introvert; very soft-spoken and a streak of shyness about him. He also had a hard time responding to strong-willed people that pushed him hard, which is why he wanted to really leave the department in the first place. The position he wanted to move into was a demanding sales job that required certain  results that, to someone of his personality, would have crushed him. The same thing that made him want to move out of the department, would have been waiting for him if he was promoted.

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So the problem I had was how could I keep this great worker, get him out of the department he was now in, and do it where the place he would move would be successful and beneficial for him and the company. 

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These are the questions every manager needs to ask when someone wants to be promoted. To not do it and take these things into account would be a lose/lose circumstance for everybody. You would eventually lose the employee, lose the benefit you’re currently getting in the position they are in, and not get the position desiring to be filled taken care of.

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Whether to Promote or not: Part Three  

Whether to Promote or not: Part Four