OSE_1210_part1_Layout 1 10/8/12 8:29 AM Page 20
STAFFING
Document her progress
Outline the new job's requirements in a logical, progressive timeline.
Excel is a great tool for this. List the knowledge requirements from
basic to complex in one column. In the next column, note how often
the task must be performed (daily, weekly, monthly or annually).
Create a second spreadsheet with the same requirements, this time
listed by how often they must be completed. The promoted employee
can use both charts to cross-reference her new responsibilities so
nothing slips through the cracks.
Make note of what the promoted employee does well and areas in
which you need to see improvement. Those notes will be valuable references during the first performance review after her promotion. Above
all, encourage the newly promoted employee to assume responsibility
for improving her skill set. Tell her to identify what she doesn't know
and own it. Empower her to continue learning and network with leaders
at other facilities for tips on becoming a better manager.
At some point, the promoted employee needs to fly solo. Let her take
on the new position's responsibilities in full, even if she stumbles out of
the gate. Instead of shielding her from difficult tasks, let her give them a
try. If she struggles, offer insights so she can improve the next time.
The ultimate success of a manager promoted from within depends
on the guidance you provide, available training tools and support from
staff who want to see one of their own further her career. Your ability
to foster such an environment will create a well-trained, loyal manag2 0
O U T PAT I E N T S U R G E R Y M A G A Z I N E O N L I N E | O C T O B E R 2012
