19/10/2026
YOUR BEST EMPLOYEE JUST BECAME YOUR BIGGEST MANAGEMENT CHALLENGE.
Imagine your top salesperson.
They consistently hit targets. Customers trust them. Their results are excellent.
So when a management position opens, promoting them feels like the obvious choice.
But the new role requires something different.
Now they must delegate work, coach struggling employees, resolve conflicts, give feedback and motivate an entire team.
Being excellent at selling doesn't automatically mean being excellent at leading.
This isn't just a hypothetical concern. Research published in the *Quarterly Journal of Economics* examined promotions across 131 US firms and found evidence that companies often prioritised sales performance when selecting managers, even when it didn't best predict managerial success.
The lesson for business leaders?
A promotion should recognise past performance while preparing someone for future responsibilities.
Before promoting your strongest employee, ask:
→ Can they coach others, not just deliver results themselves?
→ Can they communicate expectations and handle difficult conversations?
→ Have they received the training and support needed to lead?
**Don't just promote performance. Prepare people for leadership.**
At eSolve Business Solutions, management development and leadership training help organisations strengthen the skills people need to lead teams effectively.
📞 +94 70 415 4189 | +94 77 378 7252
🌐 www.esolve.lk
What matters most when promoting someone into management: individual results, leadership potential, or both?