Promoting from within for a manager position carries many benefits for business owners. When elevating current employees, they are filling an open role with a staffer that they feel is trustworthy, hardworking and possessing the skillset to take the next step in their career.
The familiarity factor means that less training would be necessary than if you hired from outside the company. An employee who knows what the job entails and who they will be supervising comes equipped with an understanding of every nuance of the position. This could greatly reduce the likelihood of literally costly mistakes and inefficiencies.
Furthermore, they will know what is expected of their direct reports and be aware of which staff members need additional training and encouragement. This existing rapport would likely mean trust in the new manager among staff and increase buy-in to new ideas and potential changes in their responsibilities.
If your company has more than one manager, those experienced in the position could give tips and other useful advice to the newly minted supervisor. This awareness extends to the business’ policies and culture.
Nurturing internal talent to take on leadership roles is also a substantial, time-saving move. Merchants can skip the process of getting notice out about the opening, which could include more than simply placing signs in the windows and posting on websites and social media.
Business owners would also need to consider paid listings on LinkedIn, Indeed, ZipRecruiter and other online recruitment sites. Tapping existing talent could save time, energy and money.
In addition, given today’s scarcity of jobs, especially for young adults, business owners would likely find themselves sifting through a flood of resumes followed by a potentially lengthy interview process. Background and reference checks add to the time-consuming effort.
Plus, you might find that the applicant with the stellar resume that you hire is not a good fit, which means starting the process from scratch. An internal promotion allows a business owner much more time to focus on running the operation.
Another big downside of hiring from the outside is that it could leave current employees hurt, frustrated and resentful as they wonder, “why should I work so hard if I won’t be rewarded?”
Conversely, fostering in-house growth is a great boost for morale, retention and attracting top talent when positions become available. Current employees would up their game knowing that a promotion is a possibility. When people know that your establishment hires from within, they would see your business as providing growth opportunities, a job with a future.
The new manager, beaming with pride, determination and a go-above-and-beyond mentality, would take ownership of the position and serve as an example of the type of hard work it takes to reach the next level.
Promoting from within is a wise business strategy. Besides giving staff a positive outlook and respect for management, the policy reflects very well on your own leadership, promoting a sense of shared goals and cohesion throughout the business.
By choosing from within for promotions, business owners position themselves in an excellent position for long-term success, profits and sustainability.
