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Don’t promote these people to management positions
Be wary before putting these people into management slots ...
The best candidates for management are motivated, have strong leadership skills, and possess good interpersonal skills. Others may aspire to management but have flaws that make them a poor choice. Be wary before putting these people into management slots:
• Control freaks. People who want to control everything don’t usually make good leaders. They can easily end up as micro-managers, driving their employees crazy with their demands. Make sure management candidates are capable of trusting employees to make the right decisions.
• Responsibility dodgers. Managers have to take responsibility, not just for their actions but for the work of their team. Avoid promoting people who always have excuses or look for scapegoats when things go wrong.
• Wishy-washy decision makers. A manager’s job is to make decisions. If you have an employee who takes forever to do anything, sifting the evidence and looking at every last detail, he or she won’t be able to act in a timely manner. Remember, an imperfect decision now is sometimes better than a perfect decision that comes too late to do any good.
• Slackers. Employees who can’t keep up with their own work now won’t suddenly become efficient high performers once they’re moved into management. Keep an eye on a candidate’s productivity to ensure that he or she is capable of taking on greater responsibility.
• The “too nice.” Everyone wants to be liked, but managers have to be willing to make unpopular decisions and accept that employees won’t always like them. If a potential manager shies away from conflict and hesitates before expressing an honest opinion, be wary of putting him or her into a manager’s role.
—Adapted from the Cheat Sheet website