The importance of investing in future management
In order for a business to succeed it needs to have solid foundations of senior members of staff who have the knowledge and willingness to lead and develop teams to help push the business forward.
What happens when the good manager’s begin to hand in their notices, or retire? We typically go to job boards, post an advert or look for internal candidates and start the recruitment process. This brings us back to the issue of attracting the most talented and engaged candidates to fill these roles.
These traditional hiring methods are not always effective in terms of longevity due to the demographic of the market. If we continue hiring from the very small pool of candidates that is currently available, we’ll effectively be recycling the same management throughout the industry.
We need to modernise our teams. We need to start thinking about are our future management.
One of my favourite examples of future management is one I featured in my previous blog, Brit Rocks – Women in Quarrying. I successfully introduced an Assistant Quarry Manager to a business in October 2015. This young woman has since been promoted to Quarry Manager and is highly spoken of by her peers and management. The business she’s joined genuinely believes she will positively contribute towards the continual development of the company.
It’s reassuring to know that with time and commitment a junior member of management can make such a huge impact. Many businesses neglect to see the value in hiring junior members of management as they typically are not able to make an impact on the business immediately. However, this example shows that through the support of her business and her personal willingness she has found her feet and is excelling in her role.
I’m by no means saying that we shouldn’t employ people straight into managerial positions…that would be ludicrous! If you have a vacancy we need to recruit. However, what I am saying, is that whilst we have teams in full operation, it’s important to focus on bringing in skilled and determined candidates. These need to be people who have the ambition to develop into management but are also passionate about our sector. We need to create a team of potential managers who truly care.
This will create a cycle whereby great managers will create great teams. If the cycle is successful, these teams will then go on to create their own teams of future management through coaching and support. If we get people in early doors, who are eager to learn and determined to succeed, it puts us in the best possible position to enable this cycle.
Stop thinking about the now, and consider the future. How can you utilise the strongest members of your team to help you, to create your next generation of management?.
Personally, I find these three hiring methods help my clients to identify the best candidates for said generation.
- Assessment Centres
- Open Days
- Trainee Programmes
Throughout my career I have successfully introduced six future managers to various business via these methods. Having followed up with them all, it’s great to see that they are showcasing promising signs of a bright career ahead. It’s prompted me to think about why other businesses aren’t focusing more effort on securing their future too.
It’s all well and good now while we’re all fit and healthy and willing to manage our business, but why not start thinking about our successors? These are the people we can to train and mould to ensure the continued success of our business after we’ve left.
I implore you to consider the importance your businesses’ demographic, and if hiring from a different pool of candidates could bring success to your business. It’s time to start equipping our industry with the talent it needs to succeed in the future.
If you want any further advice on a hiring strategy we’re always happy to help.