Important nuances in selecting an operational director
Posted: Wed Jan 22, 2025 5:02 am
It is best to look for such a specialist within your own company.
The first thing you should pay attention to is your financial or commercial director. Such people are motivated to get promoted. In addition, they are already very familiar with the products, with all the production processes at the company, and the team already has a good attitude towards them.
The positive aspects of such a solution are: fast onboarding, trust, predictability. The negative aspects are predictability. If the person is not new, then you should not expect any radical changes from him. Many simply refuse such a position, fearing increased responsibility. The candidate for the vacancy must be a leader, not afraid to take the initiative, enjoy managing processes and communicate well with the team.
Authority needs to be overseas chinese in uk data developed gradually. It is necessary to increase the level of responsibility and monitor how the new COO copes, whether he makes mistakes in his work. If the indicators grow, the profit increases, then the authority can be expanded. Then you can raise the salary and set KPI. But even after this, it is necessary to continue to supervise the work of the COO for several months - monitor the indicators, look at the decisions, but do not interfere with the process.
If the idea arose that the position should be filled by an employee of the company, then some internal conflicts may arise. Some people in their management team may be unhappy with such a decision. These issues will also have to be resolved. It is necessary to seriously talk with other managers, top management. It is necessary to convey to them that the promotion of a certain person should only benefit the company. That it will bring success and increase everyone's income.
Don't try to poach a director from your competitors
This option can be tried only in extreme cases. For example, this COO is a real professional, the most famous on the market and his presence alone can increase the company's capitalization. In other cases, it is better to refuse such a specialist.
It is not always possible to repeat the success of another company exactly. You should not focus on the growth of another company without knowing all the internal processes. It is quite possible that the reason for the success was not the COO, but the team that was fine-tuned by his predecessor. Or the actions of the specialist were very relevant in one situation, and after certain changes, his work system is no longer viable. In addition, a banal factor of luck could have helped the company become a leader. Not everything depends on the COO, so you do not need to devote all your energy and finances to luring the director from competitors. There are no guarantees that all indicators will immediately increase with his arrival.
The first thing you should pay attention to is your financial or commercial director. Such people are motivated to get promoted. In addition, they are already very familiar with the products, with all the production processes at the company, and the team already has a good attitude towards them.
The positive aspects of such a solution are: fast onboarding, trust, predictability. The negative aspects are predictability. If the person is not new, then you should not expect any radical changes from him. Many simply refuse such a position, fearing increased responsibility. The candidate for the vacancy must be a leader, not afraid to take the initiative, enjoy managing processes and communicate well with the team.
Authority needs to be overseas chinese in uk data developed gradually. It is necessary to increase the level of responsibility and monitor how the new COO copes, whether he makes mistakes in his work. If the indicators grow, the profit increases, then the authority can be expanded. Then you can raise the salary and set KPI. But even after this, it is necessary to continue to supervise the work of the COO for several months - monitor the indicators, look at the decisions, but do not interfere with the process.
If the idea arose that the position should be filled by an employee of the company, then some internal conflicts may arise. Some people in their management team may be unhappy with such a decision. These issues will also have to be resolved. It is necessary to seriously talk with other managers, top management. It is necessary to convey to them that the promotion of a certain person should only benefit the company. That it will bring success and increase everyone's income.
Don't try to poach a director from your competitors
This option can be tried only in extreme cases. For example, this COO is a real professional, the most famous on the market and his presence alone can increase the company's capitalization. In other cases, it is better to refuse such a specialist.
It is not always possible to repeat the success of another company exactly. You should not focus on the growth of another company without knowing all the internal processes. It is quite possible that the reason for the success was not the COO, but the team that was fine-tuned by his predecessor. Or the actions of the specialist were very relevant in one situation, and after certain changes, his work system is no longer viable. In addition, a banal factor of luck could have helped the company become a leader. Not everything depends on the COO, so you do not need to devote all your energy and finances to luring the director from competitors. There are no guarantees that all indicators will immediately increase with his arrival.