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How to make the step from employee to manager

28 Jul

Career development and progression is one of the most important employment aspects for any team member, regardless of their current position within the company. In fact, growth and development are the second strongest engagement drivers for employees, according to a 2014 Modern Survey engagement report.

If you’re one of the many eager achievers eyeing up a more senior role in your company - or another organisation altogether - it’s time to prepare. Take your cues from our top tips on making the move from employee to manager.

Seek help

Workplace mentoring is an incredibly effective way of upskilling and potentially upgrading your job. A Gartner study suggests that employees engaged in a workplace mentoring programme are five times more likely to be promoted than their peers who aren’t in the programme. But it’s not just the opportunities for advancement that makes mentoring so beneficial - it’s also the professional connections you make along the way.

If your organisation doesn’t have a structured mentorship programme in place, approach someone whose work ethic and skillset you admire within your company and see if they’d be open to giving you some tips and guidance. You could also look to people outside your current company to help give you advice on where and how you should be steering your career. And when you do get the promotion you’re gunning for, make sure you pay it forward and offer to mentor someone yourself.

Spread the word

If you’re looking to advance within your own company, let your manager know. The old saying rings true here - if you want something, you have to ask for it. By letting your organisation know you’re keen to develop and grow within the company, you’re showing your commitment to the company and your ambition to progress. Your manager may help you to develop a clear career progression plan, and at the very least will keep you in mind when opportunities develop for internal promotion.

Show off your leadership skills

Upward progression often involves the acquisition of direct reports, but even if you aren’t in charge of managing a team, you’ll still need to show you’re a team player who is confident and capable of directing and interacting with colleagues. Let your leadership skills shine by volunteering to lead a team project, organising a charity day or helping to train up a new starter on your team. You’ll have a chance to hone your interpersonal skills while showing your manager that you’re willing to go above and beyond for the good of the team.

Make the most of what’s offered to you

Many organisations offer training and development to all staff members, and here at IFDS we have our own internal directions framework to provide progressive and developmental opportunities for your career. If you’re not sure what’s available to you, ask your direct manager or HR representative.

If you’re looking for a career with plenty of opportunities to develop, come and join the IFDS team. Check out our latest vacancies here.
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