When organizations have a management role that needs to be filled; the solution seems obvious: promote the top employee and watch them thrive as a manager. Promoting with this thought process can lead to poor performance from both the new manager and his or her team. Turning a star employee into an effective manager requires both the enterprise and the employee to put time and training into management development.
Placing a star employee into a management role and expecting similar stellar performance may appear intuitive. Supervisory roles require a different skill set and approach which not every employee possesses.