Letting everyone know that I’ve made Bob the point person for all issues coming to and from me so that I can focus my time more effectively. If you need something from me please first email Bob who will serve as the liaison from you to me. Likewise I’ll be sending Bob things to delegate to everyone. I think this will really help with workflow in the office. Just a heads up so that you know why Bob will be emailing you things like progress update requests. OK that’s all for now!— -
Excellent choice! This will save Bob time as well, allowing him to collectively insult us in one email rather than doing it individually, which was his previous method and honestly a real time waster for everyone! Two birds, one terrible person, I mean stone. We’re excited for the new procedure. After all, we’ve always hated Bob, and we always will. OK that’s all for now for us too!— -
Why your plan will surely backfire
Your employees will not blindly follow any leader. A recent Gallup survey found that only one person in ten can cut it in management. Oftentimes an employee is hired due to skills while attitude is ignored. Power is a sensitive topic and promoting the wrong person can create a domino effect of inefficiency in the office.— -
Maybe Try this instead
Listen to your employees. Make it a point to read the dynamics in your office. When they drop comments casually about their coworkers. Is one coworker mentioned a lot? Are the comments about the person tinged with negativity or positivity? Hear the underlying message – what F.I.T. President Joyce F. Brown calls the “third ear
.”Place value on the people skills/soft skills and not just the technical skills of a potential manager prospect. If “Bob” isn’t someone people feel safe and comfortable around, thereby negatively affecting group cohesion, then he may not be the best candidate. Trust and respect need to be present in order to build cohesion. If your employees don’t respect your appointee you might find yourself the victim of a passive-aggressive coup d’etat.