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Interviews General Queries 2 years ago
Posted on 16 Aug 2022, this text provides information on General Queries related to Interviews. Please note that while accuracy is prioritized, the data presented might not be entirely correct or up-to-date. This information is offered for general knowledge and informational purposes only, and should not be considered as a substitute for professional advice.
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In my company, we have an administrative assistant who does not have a sophisticated degree, and whose experience is in doing data entry and simple bookkeeping.
I am considering having her take on crucial human-resource roles, such as morale building, employee welfare, bonus setting, and other jobs that require specific skills and that are crucial for my company's growth and survival.
On one hand I need people to help me with making sure my team is performing at the most optimum level, and on the other hand I don't feel comfortable to entrust this task to her as I believe this task would require her to have deep insight into human psychology and have great soft skills (something that only truly, truly great managers have, like Steve Jobs or Jose Mourinho).
Is it reasonable to have an administrative assistant transition to this role? If so, how can it go smoothly?
Training is key. There's a great deal of material, sites, courses etc. out there. Make sure she goes to some company provided education for the skills you desire.
Trust. This part is on you. You have to trust someone and not second guess them when giving them a new role. Allow them to make mistakes and learn the consequences. The consequences are NOT a berating from you and recommendation about "the right way" to do x, consequences are when bad procedures are followed and bad consequences ensure. You need to let them grow into the position and that can take quite a while. These are software skill areas and it's better if she doesn't feel the pressure to come charging in like a bull to make her impact (which frequently just pisses everyone off).
You will and should be giving her feedback of course. To do this set up a structure, maybe weekly meetings where you get the chance to give direction AND you also get the chance to LISTEN as her feedback and input is very important in order for her to succeed. Please stop thinking Steve Jobs, etc. He was a ** to work with personally and setting the bar, even if in your own mind, of 1 in a billion great managers is not really very fair to the person here.
You will need to promote and make her new position very clear to everyone so that they adjust their expectations. Say things like she'll even be keeping you in line, to indicate and promote her position of authority to others.
Finally, as this is a business, make sure you compensate fairly for the new role and set out a path of increased compensation if she's doing the job you specify well.
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