It seems to be a common assumption among executives and HR departments that everyone in their organization is “climbing the ladder.” So it’s not surprising that, when a person-who-does-the-work (a “producer”) emerges as a star in the production department, he often finds himself promoted to management.  Let’s explore some reasons why this may not be such a hot idea in the realm of strategy.

1. Producing and managing involve different skill sets. A person who is brilliant at doing the work may not be brilliant at facilitating other people doing the work, which is what managers are supposed to do. A great producer with poor management skills will mistrust her subordinates and have trouble delegating responsibilities.  Her subordinates will quickly tire of her constant micromanaging and criticism of their work.

2. Star producers may not be interested in management. It’s going to be very hard for a producer to turn down a promotion, particularly if it involves perks like higher pay, better hours, or an office with a door. But a promotion from something he is really great at, to something he is not great at, may be a recipe for frustration and failure. A producer who loves producing will miss that direct involvement in the work, and will not feel like this move from expertise to cluelessness is much of a “promotion.”

3. Your best producers are a tremendous asset on the production line! Why would you pull someone who is brilliant at doing the work into a position where she’s not doing the work?

4. If management is the only “promotion” path, it may be time to change your attitude about your producers. Just recently, I found the best example of this I’ve ever read — Hollywood. At the risk of creating some confusion here, in Hollywood the “producers” are the actors.  They are the ones who do the major work; the ones without whom the “company” cannot exist. One could extend this example to all the cameramen, stage hands, etc. — but you get the idea. The artists and craftspeople of Hollywood are the front line of production in that industry.  Now suppose Hollywood did what other industries do, and “promoted” the best actors to paper-pushing office jobs at the studio.  The very idea seems absurd, right? And yet that’s exactly what happens in manufacturing and engineering companies all the time!

So what could you do instead, that would provide your producers with the salary increases, benefits and recognition they deserve, without taking them away from the realm where they do their best work? Give it some thought and please, share your ideas here!