Recent surveys show that many employees today are not interested in stepping into management roles. Instead, they prefer positions where they can contribute as individuals without supervising others. For larger firms—where multiple layers of management are essential—this creates a challenge. In response, many of these organizations are developing alternative career paths to retain talent and allow for growth without forcing people into unwanted leadership roles.
As a small business owner, you might think this trend doesn’t apply to you—especially if you currently wear all the management hats. But if you have employees, it’s vital to develop at least one who can step into a leadership role in your absence. Imagine spending a week at the beach, completely unplugged, while a capable, trusted team member handles the day-to-day responsibilities of your business.
So, how do you encourage and prepare someone to be your go-to leader?
Understand Why Employees May Avoid Management
Especially among younger workers, there is often hesitancy to move into management. Common concerns include:
- Increased stress
- Longer working hours
- Interference with family or personal life
- Strained relationships with co-workers
Understanding these concerns allows you to build a leadership development plan that reassures potential leaders and sets them up for success.
Steps to Develop a Lead Employee
Here’s a practical approach to cultivating leadership in your business:
1. Reframe the Role
- Use the title leader instead of manager to make the role feel more approachable.
- Emphasize that the goal is to help the business run smoothly when you’re away—not to burden the employee with unnecessary stress.
2. Define Responsibilities
- Make a clear list of tasks the employee will be expected to handle in your absence.
- Outline which decisions they can make independently and which ones require your input.
- Create easy-to-follow checklists and protocols for recurring responsibilities.
- Provide a contact file with supplier, client, employee, and emergency information.
3. Begin Delegating Gradually
Start by assigning small tasks and increasing responsibility over time. These might include:
- Opening or closing the business
- Handling customer questions or complaints
- Responding to employee needs or schedule changes
- Ordering supplies
- Making bank deposits
4. Try a “Trial Run”
Choose a day to delegate full authority to your lead employee while you remain on-site.
- Step back and allow them to make decisions.
- If other employees approach you, direct them to the lead.
- Provide feedback afterward and evaluate what went well and what needs refining.
5. Create a “Vacation Handbook”
Prepare your employee with a written guide that includes:
- Task checklists and contact lists
- Necessary passwords and system access
- Emergency protocols and clear instructions on when to contact you
6. Take a Short Break First
Before your big vacation, take a day off and let the lead employee manage independently.
- Review the experience together.
- Answer questions that came up.
- Clarify anything that was unclear.
7. Schedule and Take Your Vacation
Once your lead is ready, take that well-deserved time off. Trust the process, and trust your employee.
If Your Business Has Extended Hours…
If your business is open more than eight hours a day or more than five days a week, consider developing two or three lead employees. That way, they can rotate shifts and avoid burnout—ensuring full coverage without exhausting your team.
Benefits for You and Your Business
Following these steps prepares your lead employee to handle daily operations with confidence. When employees feel equipped and supported, their stress decreases and their performance improves. For you, it means peace of mind and the freedom to step away when needed—whether it’s for a vacation, family event, or simply a much-needed break.
Leadership doesn’t have to be about titles—it’s about trust, preparation, and partnership.
Susan's Reflections 
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