Over the years, we’ve had to change department heads and managers at several levels of our businesses.
Based on my experiences, these are some conditions for changing a manager:
- Poor performance
If you’ve trained and mentored the person and yet there is subpar performance, you have to let them go.
You hire an employee to generate results for your business; if they cannot utilise your structure and systems to generate results, you have to let them go.
- Poor leadership skills
Some people are born leaders, and some learn how to lead; however, some people do not apply themselves to leadership.
If your manager or supervisor cannot lead people, you don’t need them.
- Poor communication
If your supervisor or manager cannot effectively communicate upwards (with you), downwards (with subordinates), and at their level, then you do not need them.
- When you no longer have faith in the person
If you wake up in the morning, think of your manager, and you’re restless, there is a problem.
If the situation continues for twenty to thirty days, that person should go.
You should have a manager who gives you peace of mind whenever you think of them.
- Inability to manage business growth
When you need a different person to take your business to the next level and you know that your present manager cannot do it (even after some training), you should let them go.
Your current manager may be great, but the next level of your business may need a better leader.
Author: Mujuni Henry
JUNIITV
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