Direct report is after your job what do you do

[AFriendlyVouce]

Has anyone had experience of managing a direct report who has made it very clear they see your role as their next step, in a very short time frame? Particularly where it actually seems the company might prefer them to you.

I do, but it was convenient for me because I had career plans of my own. I mentored them and then moved on to the next project.

Did you plan on staying in your role long term? Do you know what the strategic direction of the business is? Could a restructure work?

Yes, I have one now. No reason to think they would get my job unless I move on. I am preparing them to take it over and I hope to have it confirmed next week. As I move into a much more senior role.

They have been the best support and employee I have ever managed. We both know what helps one helps the other achieve what they want to. So she has helped me prepare for progression and provided support and I have helped Her in the same ways.

If they are actually good, see it as the opportunity it is. A high-performing team member is a credit to their manager.

I hadn't been planning to move on but am starting to feel like we're in a goldfish bowl that isn't big enough for both of us. I'm constantly trying to get the best for my team and my own confidence is plummeting as theirs seems to be skyrocketing. But even if they moved sideways to do an equivalent level role to me in a different section, the reality is they'd take a very strong input still in what I / my team do, just because of the specialist niche we are in. It's really not ideal. Our company has a strong culture of pushing everyone to climb the career ladder which is marvellous in theory - but there can only be so many at the top, otherwise you end up left with nobody doing the actual work and those at the top all climbing over each other like this! There's nowhere higher for me to move here, so I basically have to get out of the way for the next person to move upwards.

Have you been able to speak to your line manager about this?

I have absolutely no issue managing a high performing team member, and firmly believe good managers employ people smarter than themselves. I'm also not threatened to let my team shine for themselves. But in this case, my team member has stated in no uncertain terms that they want my role within 1-2 years. They are so good, the company won't want to lose them. And by letting them shine so much - which I've been very proud of having them within my team - I have of course created a situation where I may now be at risk in this situation.

I'm going to but he isn't the type who likes "people problems", makes him quite uncomfortable. He also doesn't always tell the truth- often just says what you want to hear to stop an awkward conversation. I know the reality is my team member is so brilliant, he would not be willing to let them go if they gave an ultimatum. They've already managed to negotiate a lot of things that others haven't by making threats to leave in the past.

Do you know anyone in your network that might offer them a job elsewhere. Also they are obviously lacking in people skills no matter ‘brilliant’ they are.

but it sounds like this or something similar is likeLy to happen at some point…so either move up yourself or look elsewhere….

It's a good thing. It means they will perform well. You should encourage them. It will reflect well on you as a manager.

Thank you, I think you may be right. I have to say they do actually have really good people skills.

Is there someone senior other than your boss that you can speak to about it? And what is this persons career plan after your job, or do they see your job as a final destination?

I think you have two strategies
Own the problem/opportunity with your leadership team “Look guys, Sally is clearly brilliant and asset to the company - so what is our long term plan for her?”
Or, as others have suggested, quietly find her a better opportunity outside your current company.

I am the person in your reports position. I am a lot more skilled than my manager and I tend to take the lead on a lot more for less pay. The business won’t shaft them for me so I’ve had to get promoted elsewhere which is a shame.

Yes, such a shame that your employer won’t shaft your manager for you. Employees should be disposable and should be thrown on the scrapheap so that you can get what you want.

I was in this position. Ready to move up but nowhere to move to unless my manager left. My manager gave me extra opportunities to grow my skillset.

I started looking elsewhere. When I told my manager I was leaving they were thrilled for me. Upper management were disappointed to lose me but accepted that staying stilted my growth.
I moved into a corporate world and there’s always room for more.

I meant shame that I can’t be promoted in my own team where my skills are really useful. I never expected anyone to be shafted, it’s just clumsy wording. I’d love to be their grade and work alongside but sometimes no job openings and you have to ditch your work area.

Your direct report needs to gain a better appreciation of the merits of emotional and social intelligence if they want to thrive in corporate life as someone who is considered to be an effective leader.

its a truly dickish move to tell your manager you want their job and soon. That's not the way to "win friends and influence people"

quite frankly I would eye-roll this one and recognise they have an awfully long uphill battle if that's how they conduct themselves. I certainly wouldn't consider them a threat.

it makes you wonder how they plan to take your post from beneath you. Give it a year and they will have run out of steam and hopefully buggered off elsewhere.

They are so good, the company won't want to lose them.

if that's coming from them, they're delusional

I have similar OP, they applied for the role I currently have and instead got my old role when I got this promotion.

The difficult thing for me is that it’s not even that they’re particularly high performing etc and make it very difficult to bring up anything with them E.g anything they’ve done wrong or forgotten to do.

Not much advice but will watch this thread with interest.

I’d have just said that it was great that they were ambitious but as I wasn’t planning on leaving in the next year or so that that wouldn’t be happening.

I’d have just said that it was great that they were ambitious but as I wasn’t planning on leaving in the next year or so that that wouldn’t be happening.

View it as good succession planning, and be confident about your own capabilities.

I have one just like this, and I occasionally have to pull him up when he oversteps, but he knows I'm in charge.

I've had this and I've had a conversation with them to establish exactly what they expect to happen.

Either they expect you to move on in that timeframe - if you're not going to then make it clear and redirect them to pursuing other your level opportunities.

Or they want to usurp you, in which case be on your guard!

But don't be intimidated by them. I've just laughed it off with a that's lovely but I'm not going anywhere so you'd better make a new plan. Don't assume they are more valuable to the company just because they are high performing.

Also a good idea to champion them wider in your company to see what opportunities there might be, as your job is not an opportunity that is available to them.

At the end of the day it's quite a silly thing to do really, telling your manager you want their job. Are they quite young in their career?

If there is another job of your level opening then of course it would make sense that a good internal would get it. If not then it's going to be someone else anyway. Is it bothering you that someone lower than you will be equal to you?
You have admitted you can't move up anymore so you can't just expect anyone lower than you to be stuck there if another position comes up.

Op just be better. If the junior is so good that the company won't want to lose them then you must make yourself as good or better. You can't expect to hold someone back if they are actually better than you.

I’d be very clear. “Sarah, your work is fab and I know you’ve shared your ambition, which is great to see. I just want to be open with you that I’m not making any plans to leave my current role so moving into this post isn’t going to be an option. I thought it may be helpful if we look at career progression options for you that consider realistic routes for your progression.”

I’m in a similar situation that my next step will be my manager’s post but I don’t think she’ll leave any time soon so I’ll be looking outside the organisation.