As your company grows, you need to grow your people, too. If you have been investing in developing your subject matter experts or people with a special skill set within the company, they will be ready to step into new, expanded responsibilities of a manager. There are many good reasons to promote from within rather than go hunting from the outside. The transition is usually smoother because the internal experts already know the product, people, procedures and performance expectations. They have tacit knowledge about how things are done, how the organization is structured and how people are expected to behave.
Every time you hire a new person, it is a strategic decision. You should hire them with your eye for the long-term; what future positions can they grow into as your company grows? Groom the future leaders now. This grooming means that you must invest in mentoring, coaching and training them. Without a continuous development plan for your employees, you cannot expect your employees to become superhero supervisors over night. If you do, you set them up for failure. And that will cost you time, money and relationships.
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