CIRCLE Recruitment & HR has been in business such a long time now that we have been able to watch our client’s businesses grow and develop along with our own!

In the beginning, often start ups come to us looking for initial staff such as admin, sales, accounts or operational workers, but as the business matures, the needs change and we are looking for General Managers; Heads of Departments; 2nd In Charges and Supervisors to use the common terms!

It is a universal truth that often the team members that start with your business may not be the same people who can work beside you as you grow. 

Many times, a business will have a great worker who the owner thinks they should promote to manager roles, only to find out that their fabulous worker is a terrible manager!

Sometimes it is hard for business owners to realise that they need to hand over some of the reins of their baby. It can be very difficult to stand aside and let someone else make decisions. However as an organisation grows and develops, the internal roles in the organisation, especially for the founders change and develop also. It becomes apparent that the responsibility and overview is too great for the existing managers, business units need to be developed and operational decisions delegated.

So what makes a great manager?

It is an integral role for your organisation, and decisions regarding its placement should not be taken lightly. Start by mapping your business, the workflows and responsibilities. Draw up a position description and work on it over time so you are sure you have included all the right elements. Then, hone down into what exactly this person will be managing.

Being a manager is not just a title – you must be managing something. Most managers have a human resource aspect to their roles and as such need to have strong interpersonal skills. I am sure you have heard the old adage ‘employees don’t leave a job, they leave a manager’.

You are looking for a person who possesses high levels of respect for other people, points of view and new ideas. This coupled with strong communication skills is a very good start. A good manager commands respect from his/her team, not because he demands it but because it is a natural response to the way he/she treats the team and the amount of respect they have for their manager.

You are looking for a highly dependable personality type and someone whom you can trust. This person has to motivate and engage your staff and deal with hostilities and negativity as well. Their every move will be dissected by both you and the team. They need to win the love of the team and the respect of other managers/executive.

Managers need to managed, just the same as other staff. You need to let them know when they are on track and when they are not. If they are fabulous, you need to communicate how happy the business is with their appointment. On the other hand if they are not doing so well, perhaps they need some assistance and certainly performance management.

Good Managers can not inspire, unless they are themselves, inspired. Never imagine that you can get a great manager in your business and just leave them to their own devises for years. You will never retain them in your organisation, unless you inspire them, give them learning and development opportunities, and a listening platform. Why do you think so many top executives have mentors and top athletes have coaches?

Recruiting a manager for your organisation takes a little more understanding, and a tailored approach to find the right people. CIRCLE Recruitment & HR’s Executive Division has 14 years of experience in this area with specific corporate experience in the Financial and Insurance sectors.

Let us work with you to assist in your search for the perfect manager to take your business to the next level!

Important Note: These articles have been prepared for general circulation and are circulated for general informational purposes only; these articles should not be regarded as business or investment advice. The articles represent the views of the writers and are subject to change without notice. Additionally, while every care has been taken in the preparation of the articles no representation or warranty as to accuracy or completeness of any statement is given. An individual or organisation should, before any business or investment decision is made, consider the appropriateness of the information in this document, and seek professional advice, having regard to objectives, situation and needs. This document is solely for the use of the party to whom it is provided.