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Many companies believe in promotion from within and I am in full
agreement with this type of policy.
If a company acquires a new software package the users, the
individuals who must input the data, manipulate the many options
that the new package offers will usually receive some sort of
training on the product, if it is not formal training there will, at
the very minimum be a user manual and a help desk program of some
sort.
If a company acquires a new piece of production machinery the people
who are to use it will receive training on how to use it safely and
efficiently. If you buy a new postage meter for the company, the
salesperson will give the operator a training course.
Why does a company train the staff that will use the new system or
product? It’s reasonably obvious, the product was purchased to
increase efficiency within the business, it was an investment and
the company expects to get a return on their investment. If the
users are not knowledgeable about the functionality of the new
whatever, the efficiency will not be achieved and the investment
will have been a waste.
If a company has a new hire, the company will supply them with the
tools to do their job. A secretary will get a desk, chair and a
computer. A service man will be provided with the necessary tools,
equipment and manuals needed to repair the product.
When a person is promoted from within, the company is making an
investment in their business. So why is it that so many companies,
when promoting from within, do not provide the promoted individual
with any training so that they can efficiently handle their new
tasks? An individual can be exceptional at the job that they
currently do, but if this is the first time that they are being
placed into a management role, they need some additional tools in
order to handle their new position effectively and I don’t mean
computers, desks, chairs or that there may be an need for function
specific training requirements, how a piece of software or a machine
works, as most companies will usually take care of this in some
method, be it formal training or informal “someone will show you how
it works”.
The three key areas of training that are needed for every new
manager are:
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Time management – most managers have very poor time management
abilities and for someone that is new to management setting
priorities and managing the time available during any day can be a
daunting task.
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Delegating authority and responsibility – the ability to delegate
comes naturally to some individuals for others it can be a very
difficult task. A new manager wants to prove that they deserved the
promotion and want everything to be perfect, hence some will believe
that they must do everything required of the new position
themselves.
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Managing subordinates – there are three aspects to this heading.
The first is the day to day requirement of structuring the people
who report to the new manager. Their new responsibilities for items
such as performance reviews and granting vacation days. The second
is the legal issues and implications of what can and cannot be said
and how to document the problems that a manager may be experiencing
with an employee. The third and a very important area is the
motivation of subordinates.
Companies that do not provide new managers with “management
training” are not getting the best value from their promotion
investment. Even worse, they may be jeopardizing the businesses
ability to function.
If a company wants to get the best return on their employee
investment then they must give the employees the necessary tools to
do their job.
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