I recently promoted a team member into a leadership role, and now I’m second-guessing if it was the right call. They’re not performing as I expected, and I’m not sure if I made the right decision for them or the team. How do you handle doubts about a promotion? How do you know if it’s a matter of adjusting expectations or rethinking the move?

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I would make it crystal clear what your expectations are of him/her in this new role and discuss what the differences are from the past role they were in. Think of tactical steps they can take to grow into this position.

You can’t really demote anyone so if they are in this position, focus on coaching them on getting into the role and offer them as many resources as possible. Provide continuous feedback on where they are vs what your expectations are and help them address any gaps.

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"They are not performing as I expected" - how clearly did you communicate your expectations with them?

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First when promoting someone, they should be put through "supervisor" training. After successful completion of training, they should be placed on a six month probation. If it doesn't work out, then afford them the opportunity to resume in their previous position or resign. So many companies, stores or businesses in general, promote someone that has zero training or experience in management. That, in my opinion, is failure of the person doing the promotions. Now, what can YOU do to rectify this horrible situation that should not have been created?? Find a supervisor training center and offer to put them through it, it would be money well spent and show that you care about your employees. Good luck.

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I would have a serious talk with that person and let them know you are giving them a chance here. Tell them what you expect and ask if there is something they need help with to better understand their responsibilities. I know if my boss told me I was not doing as expected I would be stepping it up and asking questions if I did not understand something . I would be going the extra mile. List everything you are not happy with and talk it over with them, if there's no change do what you have to do, this way you addressed the issue and gave them an idea on what they need to change and work on to grow as a leader.

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Do you think it could just be that they need a little more time to settle into the role and really get their barings under them? I would say encourage them and help build up their confidence while also having confidence that you made the right decision.

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How recent is recent?

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