Their Friend Today, Their Boss Tomorrow: How to Transition from Co-Worker to Manager
A promotion is undoubtedly an exciting event in anyone's work-life: new title, new responsibilities, a new view from the next rung on the ladder. However, when a promotion puts you in a position where you'll be managing your former peers and co-workers, the new landscape can be treacherous. For example, the competition for your new title may have included a colleague, which may lead to tension when they learn that you've come out on top. Or, you may find that the figurative temperature in the room changes when you encounter your former team.
In other words, to hit the ground running in your new position while not alienating your former peers will take some finesse. Luckily, we have some advice to help you navigate your new path with grace.
Discuss your new title with your team
Making the jump from work peer to manager will be awkward for everyone at the outset. The relationship is shifting on both sides, the consequences of which depend on your performance as a new manager.
Being transparent with your team will go a long way. Acknowledge the situation by having a series of informal one-on-ones soon after your promotion is official. Focus on listening and try to find out what your team has on their minds. Talk about how you plan to move forward with them and invite them to let you know how you can be helpful.
Maintain the status quo (at least for a little while)
As a conscientious manager, you may be eager to implement changes to improve the way things work in your department or business. However, hold off on making structural changes that impact your team’s life until you’ve have had a chance to settle in. For example, don’t change the time or place of weekly meetings or check-ins until you’ve established a rhythm in your new role, maybe about two to three months in.
The same can be said for personnel changes. Your new role as manager may seem like the perfect time to dismiss workers who are detrimental to your team, but a drastic change like that will unsettle the rest of your team and make them insecure, even if they agree with the decision. Giving yourself time to sit with significant changes will help your team accept your decisions and align their performance with your new processes.
Establish a process for honest feedback
It can be beneficial to encourage reviews of your performance after you’ve been in your new role for a few weeks. However, instead of soliciting feedback directly from your team, have an objective party, such as your HR department, ask individual team members for feedback on your performance as a leader. Doing this allows you to demonstrate your ability and willingness to receive and utilize feedback. If you can do so in a way that illustrates curiosity and avoids defensiveness, it sets you up as a leader who wants to improve continually.
Spread the love
If before your promotion, you had a close relationship with a handful of colleagues, or if your new role puts you in charge of people you don't know very well, you will have to establish a fair platform for everyone you are leading now. As a manager, you must treat everyone the same. Neglecting to do so risks marginalizing people, which will hurt your team's performance. In meetings, make sure everyone’s voice is heard, and forego inside jokes.
Stay teachable
Great leaders are made, not born. Leadership is a skill that must be acquired and then practiced mindfully. Often, the people who become great leaders are also great students of managing others and adopting techniques to create a happy team. To stay current with the latest in management and leadership, contact Leadership Delta. You’ll find expert guidance and support to make the most of your new and exciting role.