![]() ![]() ![]() Having a succession plan in place can help circumvent the three biggest barriers to leadership development: To be most useful, however, this process should be part of a formal succession plan. Grooming your high-potential employees is the most effective decision you can make to keep your company growing and your leadership transitions smooth, according to Training Magazine's Annual Leadership Development Survey. Fortunately, you can retain high-potential staff members with a supportive work environment that allows them to move up the ranks and continue to challenge themselves. Many business owners pass over these high-potential employees (HIPOs) at promotion time, assuming their ambition will soon lead them to a bigger company with deeper pockets. These high-potential employees – HIPO's – are ideal candidates for supervisory roles, even if they aren't necessarily your star cleaners. seek out opportunities to expand their skills.Keep an eye out for high-potential employees-the ones who: When it comes to employee advancement, it's important to take a holistic view instead of focusing on performance indicators, like cleaning efficiency or effectiveness. Not to mention the potential hit to employee morale half of employees have quit a job to “get away” from a boss, according to Gallup's 2015 State of the American Manager report.Ĭonversely, promoting the best potential managers into leadership roles could help boost employee performance by up to 30%, says a recent study from the National Bureau of Economic Research.Ĭleaning Companies are only as strong as its leadership team. There's the money spent on training the person, lost productivity during their training process, and additional money required to find and train their replacement. Promoting the wrong person into management can be a costly mistake. Research has found a strong correlation between good bosses and employee engagement, customer satisfaction, and revenue. That's why promoting HIPO's makes more sense. They may struggle to manage employees who were once their peers effectively communicating and resolving conflicts are common problems. In fact, high-performing technicians promoted to supervisory roles often have difficulty adjusting to the change. The skills needed to be a great leader and a great cleaning technician don't always overlap. It's important that your best cleaners feel valued and appreciated, but promoting them to a supervisory role may not be the best way to retain those staff members. Your Best Cleaners Aren't Always the Best Supervisors ![]() In truth, the key is to identify your highest potential employees and groom them for promotion. Too often, cleaning companies promote their highest performing employees to leadership roles as a reward for being reliable technicians. And those future leaders should include HIPOs (high potentials).įirst you need to understand what makes a good leader. Your owners, supervisors, and managers will age, so you must constantly consider who may become your future leaders. It's not enough to create a great team and then forget it. A commercial cleaning company is only as strong as its leadership team. ![]()
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