Should My Current Two Assistant Managers Be Involved in the Internal Promotion Process?

Deciding whether or not to involve your current assistant managers in the internal promotion process can be a complex yet crucial decision. As a leader, you need to consider a variety of factors, including how closely they need to work with the new assistant manager and whether the new hire should bring unique skills. However, as a general rule, it's wise to seek your team members' opinions, as it often leads to a more aligned and cohesive team.

Considerations When Involving or Not Involving Current Assistant Managers

1. Collaborative Environment and Working Relationships: In a collaborative environment, involving your assistant managers can be beneficial. They are familiar with the culture and processes within the team. Their input can provide valuable insights into the candidate's fit with the team. However, the amount of involvement should be based on how closely they need to work with the individual being promoted.

2. Maintaining Objectivity and Unbiased Hiring: In some cases, it might be more prudent to handle the promotion internally without the involvement of the current assistant managers. This can minimize bias and maintain an objective hiring process. Ensure that the final decision is yours or that of someone who can maintain this impartiality.

Best Practices for Involving Assistant Managers in the Decision-Making Process

1. Treat it as a Review Process: If you decide to involve your assistant managers, consider the evaluation process similar to a review process. Ask their opinion of the person you want to promote. Encourage them to provide honest feedback and observations.

2. Seek Additional Opinions: Beyond the assistant managers, you might also want to gather opinions from other team members. This can help you get a more comprehensive view of the candidate's fit within the team. Remember, the goal is not only to make a good hiring decision but also to maintain a positive and engaged team culture.

3. Personal Development Goals: Additionally, discussing the candidate's career goals and aspirations with them can be beneficial. This can help ensure that the new assistant manager aligns with the organization's vision and growth plans.

Additional Thoughts on Creating a Cohesive Team

When considering whether to create a third assistant manager, it's important to ensure that all team members can "mesh" together effectively. This isn't just about ensuring compatibility but also about fostering a collaborative environment where each person's strengths can be leveraged.

1. Why a Third Assistant Manager? If the team is already functioning well, you might not need a third assistant manager. However, if you're seeking to add depth or diversify skill sets within the team, involving the other assistant managers in this decision-making process can be beneficial.

2. Final Decision Authority: While involving assistant managers in the decision-making process is valuable, it's important to remember that you are ultimately the leader. Ensure that the final decision is yours, or that of someone who can make this final call without undue influence from the input of the assistant managers.

Conclusion

Whether or not to involve your current assistant managers in the internal promotion process depends on the specific circumstances and goals of your organization. By seeking their opinions and ensuring a well-rounded review process, you can make a more informed decision that aligns with your team's dynamics and objectives.

Remember, the key is to strike a balance between maintaining objectivity and leveraging the expertise and insights of your team members.