More Employees vs Managers Insights

In the previous article, we discussed how all companies need to be highly skeptical of management and supervisors that are hired in one of these two situations: They are hired because of their advanced degree in the field. They are promoted because they are great employees. Companies tend to treat both of these hires as though they are inherently qualified to be managers, but in reality neither of them imply anything of the sort, as those with an advanced degree may not have the people skills to thrive, and those that are great employees may not become great managers.

But the latter introduced a new problem. Namely, if employees are not promoted to supervisory positions for being great employees, what can the company do to improve their satisfaction as well? The answer is not that simple, but there are a few ideas: Liberal Raises – In this economy, it has been in the interests of the company to be conservative with their salary increases.

But if you factor in the costs of hiring a new employee, the drop in productivity if a good employee leaves, etc., you realize that increasing a great employee’s salary is not as expensive as it may seem. If you are more willing to give employees raises when they are clearly excelling in their job, their satisfaction will remain high even without a promotion. New Titles – Great employees may also prefer a new title even if the responsibilities do not change.

Consider rewarding great employees with a better, more impressive title to give them motivation to keep working hard. Less Supervision – If you are considering promoting a great employee to a supervisory role, consider giving them a much smaller role at first to gauge their skills, and adding people under their supervision slowly over time. These are a few ways that you may be able to address the problem with being more skeptical about promoting supervisors without any supervisory experience to indicate they are good at their role.

You are still able to reward them for their great production without assuming that they are going to excel in their new role just because they were able to excel in their previous position. The reality is that all new supervisors need to be looked upon skeptically, because even those with highly rated supervisor experience may struggle if you hire them within a new company.

But since your goal as a company is to keep the best employees, the above list may represent ways that you can keep a great employee’s satisfaction level high without necessarily requiring you to give them a management position. Related Blog