AN ISSUE I frequently come across is where an employee, due to creditable performance in their current role, is promoted into a management position without full consideration as to whether this is the best decision for the business or the individual.

Has the business considered, for example, alternative ways to reward good service or what, if any, support and guidance will be provided to the employee to enable them to succeed in their new role?

If an employee is successful at their current role, it does not necessarily follow that they will be successful in a management role.

If you are seeking to reward good performance and retain your best performing staff, promotion is only one option and it may not always be the most suitable or cost effective.

Rather than encouraging loyalty and retention of your most valued staff members, promoting an employee into management without adequate training or assessment of their suitability for such a position could have the opposite effect.

With the necessary level of support and training, though, promotion from within the business can be a real benefit to both the company and its employees.

We can provide bespoke training for managers, and would-be managers, on a wide range of topics to help them to reach their full potential, such as in relation to identifying and addressing performance or attendance issues, handling grievances and whistleblowing, promoting good mental health and so on.

We can also provide advice and guidance on alternative methods of rewarding good performance and retaining key staff.

For more information, contact Charlotte at Lanyon Bowdler Solicitors on 01691 663 778.