Certain leadership positions are critical for the health, well-being, and success of your business. These are the unit manager, assistant manager, shift manager, and district manager.
Especially if you have a growing multi-unit organization, those positions will open from time to time. Where will you look for talent to fulfill them?
There’s great value in doing internal promotions instead of looking for an external collaborator because, when you promote from within, you increase your possibilities of success.
There are more reasons why:
If those reasons aren’t enough argument as to why you should consider promoting an employee, perhaps these benefits will convenience you:
The process of internal promotions is critical. If you do it the right way, you will increase your possibility for success. Follow these steps to make it happen.
This is why it's so important to do your annual staffing plan so you can predict how many leaders in what positions you're going to need.
Once you have that information, search within your team and your existing leaders to identify who shows some potential to become those leaders of the future.
Also, design the necessary processes so they can obtain that knowledge and preparation to be ready for their next position.
Each one of those rising stars should have its development plan, and their direct supervisor should identify their strengths and opportunities, and ways to improve them so that when the time arises, they are ready.
You might like: 5 staffing strategies that make a great impact on your business
Defining and creating the plan is not enough. You have to follow up on the progress these employees have and how the plans are being executed so you can guarantee they are ready for when you need them.
If a new unit opens, go to that list of your rising stars to see where they are in terms of knowledge and training, and see who among them could qualify for the new position.
Talk to your supervisors so they can share who they think might be ready, talk to them and, if they are suitable, add them to your list. Then, when that position arises, you can pick one of them.
I can tell you that the success rate is 2 to 1. It might be better than that. But the only way that you’ll know what your success rate is is by keeping track of your organization's results.
When you see it with your own eyes, the commitment, time, and effort you'll put into developing your leaders of the future is going to be much higher.
Perhaps in the past, you hired an external leadership position because, even though you have people within our organization, you lacked the ability, tools, resources, or time to train them for that new position.
Here's where The American Franchise Academy comes in!
If you're expanding your organization and need skillful future district managers, I invite you to explore our District Manager Training, where we teach them the seven responsibilities they’ll have and the tasks, activities, and routines they have to execute to be effective and successful.
If you want to promote people within your team into unit managers, shift leaders, or assistant managers, we can also help! This 2023 we are launching a Unit Manager Certification Program, where we’ll share, train and develop unit leaders in their leadership and business management skills.
I hope that this was of value to you! Remember that The American Franchise Academy is here to be your partner and we can help you maximize all the value and benefits that internal promotions can bring to you.
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