I had an ex employee return and want to make her a manager?

Question

she left two years ago but was a wonderful and valuable employee who had a breakdown do to stress/overwork and now she's coming back i would like to make her a manager becuase of her knowledge and skill level but the employee's who stayed may feel slighted becuase they have worked hard and wont undrestand my decision and feel she was weak,but the other employees do not have the ablity to think profitablity nor do they have the character for operations management what would you do in this situation?

Answer 1

Being the "boss" is all about making those decisions that others can not make, and most of them are hard but what you have to remember is that whatever you decide is best for the company. If I was in your situation I would not make her boss yet, if she couldn't handle the pressure before, then what makes you think she is going to handle it any better now? Was something going on in her life before that isn't today? Maybe, but how are you to know for sure? You can hire her back but hire her back as a regular employee. If you have already mentioned the "manager" position to her then you need to explain to her that she is on a trial bases, that what happened last time cannot happen again and if she shows you improvement then there is going to be room for movement. improvement equals movement. Don't promote her/him just because you have nobody else to promote, i understand the rest of the employees are not qualified, but you don't put "good enough" in a management position. You want someone who can and will run the show when your gone.

Answer 2

Tough call to make. The best tactic would be to interview all those interested in the position in order to test their skills. Ask them tough questions about profitability, etc. - things pertinent to the job. That way you're giving everyone a fair shot without showing any favoritism or bias. And who knows, you may have an employee there who is better qualified than your leading candidate for management and not even know it.

Answer 3

I wouldn't make her a manager right away. There's a lot of stress being a manager. Work her up to it and then other employees won't be so negative about it. Give her tasks that other employees wouldn't be able to do as well. More or less make her your right hand person for a short time.

Answer 4

I would do a S.W.O.T. analysis to identify the canidates potential strengths, weaknesses, opportunities and threats to your department. History is difficult to overcome as is perceptions of others. People will make an almost instant judgement of "yes, maybe or no" about a person. It is very difficult to overcome this subconscious perception a person makes about someone.
Knowing what the employee's strengths and oportunities are can help you plan for transitioning them back into the department.

Answer 5

You're the boss. The other employees need to respect your judgement. They will need to adjust and deal with it. If you learn that this was a mistake and a problem comes up later, then you can deal with it accordingly.

You wont know until you give your choice a chance.

Answer 6

If she had to leave because she was overworked, I would question whether she would be able to handle the extra work of being a manager.

Answer 7

Sit yourself down and figure out who is more qualified (i.e. who brings more to the table, so to speak); your ex employee or your current employees?

Answer 8

you need to understand greater efficient. while you're a supervisor and asking this question then you definately dont deserve the job you have. besides i think of you need to describe the area to this ex and tell him to act in the different case. grant him a probation era with a clause.

Answer 9

u h huh