You’ve just promoted someone. You’ve given them some training, but they’re good at what they do and so you step back to let them manage. After awhile, you notice that they’re not completing the tasks you expect of them. You question whether they’re the right fit for the job.
Before you consider a replacement, ask yourself if you’ve given this person the right tools to succeed. When is the last time you met one on one with this employee? Do they know the goals they and their teams should be hitting daily, weekly, monthly, and so on?
With our management teams, we often expect that “practice makes perfect” will develop their skills. But as with any employee, managers need guidance too. They need to be aware of the company goals—the “what,” but they also need to have the knowledge and skills to coach their own teams through the “how.” To ensure that your managers can do theis, you can create an environment in which they feel like they’re trusted to come up with their own solutions, but in which they can also approach you if they need guidance. You can do this with regular one-on-one meetings, and encouraging them to come armed with potential solutions when they ask your advice on a problem. Generally, you as a leader should empower managers and create a culture of problem solving.