How many accidental managers do you employ?
You know the ones. Brilliant in their previous role. Fantastic technical skills, knowledgeable, hardworking, guaranteed to improve their own performance day in, day out.
Fully deserving of a promotion to the next level.
But promotion means they have to manage a team.
They are an accidental manager because they didn’t ever really intend to manage people, but they have to because it comes with the new job.
Lots of accidental managers find team leadership a struggle.
And a lot of teams find accidental managers hard work.
The saying is that employees join companies, but leave managers. High staff turnover, increased absence or workplace stress, and difficulty holding on to your best employees, are strong indications that a manager in your business has a problem with leading teams.
How much could an accidental manager cost your business?
You know an accidental manager is struggling when you hear them say:
“I don’t have time to manage a team – I’m too busy doing the day job”.
“I just wish I could find motivated employees who will cooperate with me”.
“I can’t delegate any of my workload because no-one can do it as well as me”.
What is the solution?
Good managers aren’t born – they are made.
They are made through experience – they have worked for a great manager themselves, and have picked up some positive behaviours without realising it.
Or maybe they have worked for terrible managers, and learnt what not to do.
Maybe they have been on a training course, or studied a management qualification.
But what if their role models have all been mediocre managers?
What if you don’t have the time to let your accidental manager attend a training course or complete assignments?
Or they’ve already done the courses, but what they learnt didn’t stick, or didn’t seem relevant to your workplace?