How Do You Add A Layer Of Management?

A company has been seeking additional engineers

. Unexpectedly, three excellent candidates independently approached the Company seeking employment. This opens the door to expand the department and also to create an additional layer of management consistent with the company's growth objectives. Currently, all engineers in this small company report to the CEO. What are best practices adding a layer of management to the company?

Advice from a group of CEOs:

Remember that aspiration does not equal talent. There is a big difference between good individual contributors and good managers. Many great engineers have made poor managers. The best predictor of managerial success is past successful experience. It takes both talent and time to become an effective manager.

You have a number of senior engineers who have been with you for a long time. Have any of them expressed an aspiration for management responsibility? Do any of them have a track record successfully managing teams? Similarly, evaluate your new candidates both in terms of both their ability to contribute as engineers, and their prior management experience.

Involve the current engineers in the hiring process for the new individual(s). This will give them ownership of the hiring decision.

If you hire one or more of the candidates, start them at the senior engineer level. Let the company and the rest of your engineering team get used to them and observe the quality of their contribution. Also observe how they demonstrate effectiveness as team players and as positive contributor in a team sense. If you see this, one or more may become a candidate for management.

Once you feel that you are ready to create a new level of management, make this an open process. Announce your plans to the engineering team, and ask them to approach you individually if they are interested. See who steps up. For those interested, start with small steps. Assign them as leads in team engineering efforts. Who if effective at guiding their team? Who is a positive source of energy for the team? Who is helpful and goes above and beyond for other team members and for customers? How do they respond to team obstacles? Observe and coach them along the way.

When the time comes to make the promotion, how do you communicate this to the group? If you've used an open process to evaluate one or more candidates for management, the group will already be prepared when you make your choice and announce the new structure and promotion to the group and company. An important part of the message is that the company is growing and that there will be ongoing opportunities for talented engineers to earn promotions to management. As engineers express a desire for consideration for future positions, offer to support their professional development.

If there is more than one candidate for an open management position, once you have made your choice prepare both those to be promoted and those who will not individually. Further, there may be individuals who will report to the new manager to whom you will want to speak individually. Be open for one-on-one discussions with any engineers affected after the team and company announcement.

Many CEOs regularly communicate the availability of open promotion opportunities part of their one-on-ones with employees, and during annual or semi-annual reviews. Employees want to know that their managers and the boss are interested in their career aspirations and willing to assist along the way.

by: Sandy McMahon

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