In this episode, Karen Kirton explores how to successfully promote someone into a management role, ensuring they have the right skills, support, and development to thrive. Many businesses make the mistake of promoting based on tenure or technical skills, rather than leadership potential. This episode provides a structured approach to avoid common pitfalls.

In today’s episode, you will learn:

• When to create a new management role – The rule of thumb is seven direct reports, but job type and complexity also matter.
• How to choose the right person – Technical excellence doesn’t equal leadership ability, and not everyone wants to manage people.
• The importance of pre-promotion development – Employees should receive leadership training before stepping into the role to build confidence and competence.
• Ongoing training and feedback – Management expectations are constantly evolving, and regular leadership development is crucial.
• Clarifying roles, responsibilities, and expectations – Ensuring new managers understand their authority, boundaries, and priorities to avoid confusion and resistance from employees.
• Managing expectations as a business owner – A second-in-command (2IC) is still an employee, not an owner, so it's essential to set realistic expectations.

By taking a structured and proactive approach, businesses can develop strong leaders, improve retention, and create a culture of effective management.

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Have you promoted someone to a management role? We’d love your feedback on this series, just head on over to Amplify HR or connect with Karen on LinkedIn.

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