Don’t Just Give Managerial Positions as a Founder – Here’s Why 

Many founders make the mistake of handing out manager titles too soon. But a title doesn’t create a leader, results do. 

Step 1: Titles Don’t Guarantee Competence

Promoting someone too early can: 

❌ Lower team morale (if they aren’t ready) 

❌ Create internal conflict (if others feel overlooked) 

❌ Reduce accountability (if they feel “entitled” to the role)

Example: Giving a manager title to someone who’s been with your startup from the beginning in Lagos might cause friction if they can’t handle the role, especially if they’ve only been doing the hands-on work. 

Step 2: Let People Earn Leadership 

Great founders promote based on performance, not favoritism. Look for: 

✅ Strong decision-making skills 

✅ A willingness to take responsibility 

✅ The ability to manage and inspire others 

Example: Facebook didn’t make Mark Zuckerberg’s first engineer the CTO—they promoted based on ability, not loyalty.

Before promoting a junior manager to a senior role, test their ability to manage a team on a project, like leading the logistics team during peak sales seasons.  

Step 3: Use Trial Periods Instead of Instant Promotions 

Before making someone a manager, test them in a leadership role. 

Let them lead a project and see how they handle it. 

Final Thoughts 

Leadership isn’t given, it’s earned. Be strategic with promotions to avoid long-term damage. 

Next Step: Struggling with perfectionism? Click Here to Read Why Perfectionism Kills Startups