You need new manager and have decided that you would like to promote an internal candidate. Not a bad idea for some positions to think of someone with institutional knowledge. You just have to select the right person. Because you need some objective criteria you are going to use a number of metrics to determine who will most likely be successful in that role. There are many different selection criteria you may consider that includes highest performance results employee, your nicest social employee, your most senior employee, employees that your friends with, the most creative employee, etc. (I'm not saying they are all good criteria but that people select for all types of reasons.) To do this well you are looking for key behavioral markers based on their total performance history that includes the different attributes and weaknesses of your highest candidates.
You may want to read an article on workplace planning. Workforce Planning: Definition & Best Practices
Managers are vital for the success of an organization. If you have the right manager the whole team will grow and objectives will be met. If you have a poor manager the team may suffer but the manager may look like their performing. Considering the cost to the organization, loss of good talent, slow performance and ultimate lost shareholder wealth one should consider hiring the best manager they can find based on objective criteria. Picking names out of a hat has sometimes been shown to be more effective if you are not understanding the deeper mechanics.
Who Should Be Promoted to Management? New Harvard Research Says This Quick Test Will Tell You
A couple of thoughts...
1.) How do you Envision a Good Manager?
2.) What are the benefits or costs of hiring the right or wrong manager?
3.) What is the impact on teams?
4.) How does management influence long term strategic objectives?
5.) What metrics would help you select the right candidate?
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