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How much involvement in choosing my replacement??
So, I finally got a new job - hooray!!! I usually lurk here, but have posted a couple of times and am now looking for opinions on the situation that is happening since I have turned in my notice.
I am the currently the manager of a department and only have 2 employees - one is the program coordinator and other is admin. When I turned in my notice, my boss asked me if I thought the program coordinator in the department was interested in my position. I said that I didn't want to speak for him (the coordinator) and that boss would need to ask. I was then asked my initial thoughts about this person for the job, I said that it is no secret that this person has communication issues and I have addressed it and worked with it as best I could (as my boss and everyone else knows), but he does do good work, so it would really be up to what he (boss) thinks. This coordinator has been with the company way longer than I have, so his history/personality is well-known by everyone.
Cut to yesterday when my boss asks the program coordinator if he was interested in my position. Coordinator says yes. Now, my boss is asking to talk to me about this again because he is not sure what to do.
I don't really know what else to do or say. I don't feel that it is my place to be involved in this decision...but maybe it is. Is it? I have given my brief opinion and my boss, along with all coworkers in the company, know this employee just as well as I do. I think if the program coordinator is chosen for the job, coworkers will not be happy because of the communication style, but is it my place to worry about others' reactions? I just feel like I am being put in a position that I don't want to be in - I don't want to decide the career fate of someone else.
Re: How much involvement in choosing my replacement??
Professionally, I think that you *should* give your recommendation one way or the other as if you were still going to be working for the company.
I think that you should consider this as weighing in on whether this person should be promoted. Think about YOU taking your boss' job - would you promote this person to fill your role if you still had to work with him? If the answer is "no," I think that you should recommend an external hire. If the answer is "yes, with reservations," I think that you should recommend that John be given the position with the following training needs and support assitance required in x, y, and z area." You're being asked for your opinion since you're valued and have more direct experience than your boss (I ASSume) in working with the person as you currently manage him.
I also suspect that your boss is asking the same thing in different ways -- because he's on the fence as to whether these communication issues are a true obstacle to him being effective in the position as a manager. Are they?
I would be honest with your boss and tell him one way or the other if you think he would be good for the job.
Where I work when someone leaves the person leaving usually is involved in the process of who is hired next. When I leave, I will be helping with interviews and training my replacement.
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