Are You Ready for a Career in Management?
By Karen Schwartz, for Revive Your Life
Photo by ReneS
Many companies start employees in lower-level positions, saying they may be “moved up” the ladder eventually. This may be due to not having management openings available, or it may be because work ethic and performance must first be witnessed. Regardless, smart employees who wish to advance should never lose sight of their goal, and be prepared for any opportunity.
There is no set procedure in place when it comes to promoting, but it’s clear that individuals who best exemplify company’s standards are often promoted to higher level positions. Therefore, it’s wise for the employee to act like he or she is a manager even before such an opening is available; in other words, they should display consistent professionalism and co-operation. This also means being conservative in speech, manner and dress, and getting along with customers, superiors, and staff.
Businesses do not want managers who are going to cause problems instead of solving them. Aspiring managers should keep attendance and punctuality as perfect as possible, and strive for 110% results-in order to attain close to 100%. It’s a combination of achievements and personality that allow one person to stand out when a management opening needs filled.
In some businesses, promotion to management may be very informal, but in large corporations, there are usually strict guidelines in place. Normally the decision to promote is not based on one individual’s opinion, but a panel’s. This is to avoid any claims of partiality, and if 5 people feel an applicant is qualified, there is less chance of an incorrect decision.
Occasionally, management candidates come from the group of highest scorers in English and Math tests. If an employee has been out of school for awhile, it would benefit them to brush up with SAT preparatory books. Employees must not underestimate the importance of this first step as some companies do not allow written test to be retaken.
Next may be either interviews or role playing. It is strongly suggested that candidates review school notes or research management practices beforehand. Management may put the employee into staged scenarios to see how they handle personnel, customer and administrative problems at the same time. How he or she responds can determine the chance for promotion. The applicant must think before saying anything while role playing, since everything will be noted and discussed among other decision makers. Applicants should also be prepared to defend statements with data, not subjectivity. Also of importance is whether the interviewee is honest when the answer or solution is unknown; an obscure question may be posed to see if the candidate will try to bluff their way through, which should not be attempted. (If the answer in unknown, the applicant should admit that he will need to research and get back on that particular issue.)
Often, companies are mainly looking for first-line supervisors and managers. Therefore, it’s not always education that determines readiness, but temperament, common sense and the ability to overlap in a calm manner. Most companies train its new managers on their own policies, practices and disciplinary methods. What the employee brings to the position is their character and willingness to implement those company rules.
Companies may decide to consider all employees who meet such criteria, and not insist on degrees, unless the position is highly technical or in the field of medicine, law or engineering. Maturity may be one of the most important aspects of internal promotion to management. Someone who has a proven track record of consistent, acceptable performance with good people skills may prove a better candidate for management than another whose performance is stellar but who has frequent disagreements with peers. Leadership is a vital quality, and strong egos may stand in the way of success in guiding a group to good results. Therefore, personality and temperament is as important as following corporate rules and meeting objectives.
An individual who is mature, trustworthy and responds well to suggestions for improvement will be considered for promotion and a career in management. If such a person does what his job description entails (and a bit more when necessary) with a team-centered, professional attitude, they will set the groundwork for a good reputation. When it comes time to fill higher leveled positions, the employees with good reputations are always considered first.
What items do you need to work on before being promoted to a management position? Does your boss add value to your career? Please share your thought in the comments section below!
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