You Promoted the Wrong Person. What Do You Do Now?

August 18th, 2016

When you run a department or an entire company, there are often a variety of difficult business decisions that need to be made. Not the least of which is how to handle an internal promotion. When you have an employee who appears capable of moving forward, it only seems natural to make that transition. But what happens when a good employee doesn’t quite fit the bill for their new promotion? If you feel like you’ve promoted the wrong person, how do you wake up from that nightmare? Here are the three directions you can take and their implications.

Hoping for the best.

One possible solution is to just turn a blind eye and hope for the best. Of course, this can come with a lot of potential destruction. If you wait to take action, you may find a lot of irreparable damage in the department from unhappy customers to disgruntled employees. One bad apple can truly spoil the whole bunch, so it may make more sense to start to take corrective action before things become impossible to fix.

Terminating their employment.

Another option is to let them go entirely You may have another member of your staff who should have been promoted instead. You can terminate the current employee and either replace them from an outside source or promote another, more competent employee. This will mean that there is no one working in the position while you backfill it, but that may still be preferable to leaving the inappropriate person in the role.

Moving them back to their old role.

Lastly, you can always make the choice to return them to their former position. This may be most useful for someone who excelled in their other role but who isn’t getting the new position. You don’t want to lose their skill or talents, but you can both acknowledge that this new position isn’t working for either of you. This can be a great solution that can make everyone happy.

Finding the right fit, and using valuable company time to do it, can be a costly burden on your organization. When you need to fill a job opening, contact Meador Staffing! With several locations for temporary staffing throughout Texas, we can help you with any of your employment needs!

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Manage Your Team Without Being a Jerk

August 7th, 2015

Some organizations believe it takes a strong personality to corral and motivate a team. Managers with abrasive personalities may feel like they are getting more accomplished when they raise their voice to their employees, but are they really? When many professionals are asked why they left their previous job, their honest answer would be “management.” People don’t quit jobs, they quit managers they feel are abusive or difficult to work for. You can avoid these situations by managing your team in a way that doesn’t make you out to be a jerk. Here are some ways you can do that starting today.

It’s not the people but the system
When you decide to place blame on individuals, you may be missing an important component to the problem. Often the people aren’t to blame but the system they are attempting to follow. Before you call someone to the carpet, consider looking at how they are handling the job, what tools they have at their disposal, and if there are any improvements that could be made.

Look for solutions, not accusations
To this point, never verbally abuse an employee in front of other employees. It isn’t a good idea to do it in private either. No one likes to work for someone who yells, and bosses who do it often will quickly get a negative reputation with the company. Instead, look for the solutions to the problem and work with your team members to solve them. Maintain a cool, level head and you’ll solve more of them.

Recognize strengths and play to them
Everyone on your team has particular strengths. Encourage them to excel by providing assignments, duties, and projects based on what it is they love to do and what they’re particularly good at. When you engage them with work they like, they are also more likely to succeed at the other parts of their job as well. Setting your employees up to succeed will lead to less chances where criticism is needed.

Trust your team as the professionals you hired
Micromanagement is a dirty word in the workplace. Many bosses feel that the work won’t be done sufficiently if they aren’t constantly supervising their employees. Don’t they say, “If you want it done right, do it yourself?” If this is the case then you may have hired the wrong people. Your employees are professionals and are skilled at what they do, so let them do it!

Join the Meador family, and see what generations of success can achieve for your organization. We are one of the top staffing agencies in Houston and throughout the state of Texas. Contact us today!

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