Manager Selection Methods

Here are the most common methods for manager selection when a managerial position becomes vacant and needs to be filled. You will also see the pros and cons for each method.

I. The Best Operator. The idea here is that the best person in the unit currently on the job, should be promoted to become the manager. This could be the best machinist, the best salesperson, the best bookkeeper, etc.

Pros – The rest of the employees in the unit accept this easily as they know this person to be the best among them. They also see that promotion as an incentive for themselves. Additionally, the best operator also knows the ins and outs of job well.

Cons – Managing is not the same as operating. I keep referring to the: Management Definition. In addition, the rest of the crew might feel slighted. Now you ended up with two problems: a bad manager and you lost your best operator.

II. The Obvious One. This could be someone who is the assistant manager, a family member (in the event the company is family owned), or a long time employee.

Pros – This is another approach that is generally accepted by the rest of the employees. His learning curve is not steep.

Cons – Again, you have no evidence that this person will be a good manager. In addition, can they and will they they do the job?

III. The Outsider. This person is usually a surprise to the unit. He may come from the outside the company or outside the department. He was completely “invisible” to the rest of the crew.

Pros – This person has no “baggage” and could lead the department through the change curve easily. This person is the most flexible.

Cons – Selecting an outsider may create issues with the employees who were expecting to be promoted. They may hold a grudge. Moreover, this person is truly an unknown. The change may be difficult to implement.

IV. The Best Manager Selection Method. Management has to recruit the best manager for the job and set criteria for what they are looking for. This is an opportunity to zero base what was accepted before. Measuring candidates against this yardstick result in surfacting the best manager.

Pros – Very likely this will produce the best manager.

Cons – A bit more tedious process and the unit operates without a manager for a while.

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Check the following pages for more information on selecting employees and managers:

Go to the Identification Page

Go to The Components Making Up The Job Situation

Go to Management Definition Page

Go to The Change Curve Page

Go to Recruiting Process Management Page

Fool Proof Interviewing Page

Go to Success and Failure of Selection Page

Return from Manager Selection to the Home Page