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Welcome back! In our last post, we talked about the critical importance of a great first impression and how starting training on day one can help you reduce turnover. Now, let’s talk about how to take that initial investment and turn it into a long-term strategy for success.

The secret? Stop looking for managers on the outside. Start building them on the inside. This isn’t just about loyalty. It’s about building a store leadership team that truly understands your company’s mission and culture from the ground up.

A Manager’s Journey Begins at the Counter

Companies like Moyle Petroleum Co. (which operates as Common Cents) have a policy to “100% promote from within the company”. Their director of human resources, Michael Deal, believes a manager’s success starts at the entry-level position. This shows that a focus on internal promotion is a viable and powerful strategy for building a strong management team.

Grow Your Own Leaders

As C-Store owners, you know a hard worker when you see one. But a hard worker isn’t always a great manager. A manager’s job isn’t about how hard they work; it’s about how well they can inspire others to work for them. By promoting from within, you can identify and develop those “softer skills” like time management and leadership, and you avoid the risk and cost of an outside hire who might not fit your culture.

Nurturing Your Future Managers

• Look beyond the work ethic. While a hard worker is valuable, a great manager needs to be able to delegate, motivate, and mentor. Identify those team members who naturally help others, solve problems, and take ownership, and put them on a management track.
• Give them pre-promotion experience. Before you make it official, give your best assistants a chance to fill in for a manager on vacation. This gives them a taste of the responsibility and gives you a chance to see them in action.
• Be a leader who leads. Workforce consultant Bob Phibbs suggests that a good manager should be willing to do the “grunt jobs” alongside their employees, whether that’s cleaning a bathroom or taking out the trash. When you pitch in, you prove that the expectations you have for your team are realistic and attainable.

More Information: You can learn more about these strategies for building managers. Read the full NACS Magazine article, “How to Build Better Managers”.

The Bottom Line: Internal Promotion is a Win-Win

Developing future leaders from your current team is a win-win. It rewards your most dedicated employees with a clear career path. It provides your store with a manager who already knows the ropes. This manager understands your mission and has earned the respect of their peers. It’s a foundational step for building a truly exceptional team.

In our next post, we’ll talk about what happens after the promotion. We’ll discuss the formal and informal training that will help your managers succeed in their new roles.