I have a situation. I am a team manager of a small team. A critical resource in my team (sr manager) wants to be promoted but he cannot be promoted because his next level is director and that’s me. So there really is no growth for him in the team. I am thinking he will leave the team soon which of course is his right. This resource does a lot of good work but there is no back up for him. I am torn between hiring a sr manager or a one level below the sr manager. What would you do in my situation?

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Hire someone one level lower. It'll provide a carrot for you to motivate them with. That's better than saying you need to leave, die, or get promoted for them to advance.

The labor market is pretty good from a hiring manager perspective; you could probably find a good performer for a normal Manager title.

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Start setting expectations with your leadership. You can't do everything on your own, so you need to prepare your bosses for the situation in which the guy leaves and half of the team's work needs to get cancelled or delayed until a replacement is up to speed. Align on what gets impacted. If too much stuff is at risk, discuss alternatives like hiring Temps/contractors.

What makes you think that he will leave the team soon? I definitely agree that it would be best to hire someone one level lower if your sr. manager ends up leaving. But if he doesn't then there is no need to worry.

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Stop referring to him as resource and think of him as a person. Have the conversation and look at what other motivation to stay may be available. If promotion is not yours to give explore the options with the individual You never know, the effect of explaining and expressing how you and the company value them can be surprising.

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That is an interesting issue. And I always say it is harder the further up the ladder you go, sometimes there just is no role to move into. Do you feel like somebody could come in to their role doing the same work or would it make more sense long turn to have a level under that could then support a sr. manager?

Ask him what a promotion means to him:
He wants a title?
He wants more money?
He wants to do less work and manage more?
Based on that you can negotiate.
Make up a title and give him a bump, but keep him doing the same thing.
If he wants to manage, tell him you need to hire his "replacement" to take over everything he did as a sr. manager.
Does he just want you job? Tell him what entails to do your job and that he is not up to it. Either way you should hire a backup person or start bringing up someone else in you team for coverage.

Is there another role for him outside current department? I hope there are more opportunities to move around in your company

First, consider this an opportunity to think about your own career trajectory as well as his. Are you aiming for a new position or looking to make a change? If so, this is a strong candidate for your succession plan.

Dual propose trying to expand each of your roles on a rotation. For you, talk with your supervisor and peers about the possibility of rotating with peers to for development and growth, or subbing in for your boss from time-to-time when taking extended vacations and vice versa for this Sr. Manager. For example, your boss takes four weeks to Aruba and leaves you in charge while he's gone; similarly, your Sr. Manager takes over your team for that same month for the experience.

If you're thinking about planting a flag in this role, I encourage you not to. I'm personally very similar and would love to enjoy a long career in one place while becoming better and better at my job; however, management tends to see this as a lack of ambition or motivation (or worse, "engagement") and you may find a stigma following you as someone who's "too comfortable" in your role. If you're not careful, you may be the one targeted for a layoff while the Sr. Manager is promoted to backfill you.

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