We all have workplace friendships. They are a natural part of being in the same building with the same colleagues day in and day out. However, these relationships take on a completely different dynamic once you get promoted to manager - and now have to supervise your office buddies.
Starting any new position can create anxiety as you step out of your comfort zone.
But the good news is while certain relationship dynamics with your former peers may change, you don’t have to completely compromise the bonds you’ve built.
Here are some steps new managers can take to ensure a smooth transition from peer to supervisor:
Clear The Air
Pre-empt any potential ‘sensitivities’ by scheduling one-on-one conversations to ‘clear the air’ and show that you are a leader by doing what great leaders do: addressing the elephant in the room. Tell your former peers how much you respect them and what this promotion will mean in terms of the way you both work together.
Remind Them ‘We're All In This Together’
The relationship dynamics between you and the people you manage may change, but the key for you is to remain authentically you. That consistency allows employees to feel they can trust you. Additionally, by emphasizing the sentiment that "we're all in this together" – you further maintain their trust in you, while reinforcing positive team morale.
Believe In Your Own Leadership Capabilities
Remember that you have been promoted for a reason. Your company’s leadership has noticed something in you that makes you manager material. Often we are so closely attached to our limiting beliefs that it’s hard for us to trust our abilities to excel. Yes, you are a leader and that’s why you got the promotion. If your leaders believe it, you believe it too – and start leading with confidence.
Ask For Their Help
Instead of wondering in a vacuum whether your team will respect the new leadership structure, discuss it with them. Explain that you understand it may be awkward and share how it feels for you as well. Tell them the truth—that you realize reporting to you is weird having been peers. And recruit their partnership in building a new workplace dynamic for all of you.
Model The Behavior You Want To See
As a new manager, it is critical that you model the behavior you expect to see in your new team to establish credibility. For example, your leaders aren't just 'buddies or pals' of their teams, they are mentors and supporters. Your behavior should reflect this mindset. To help you along on your journey, build a new network of fellow colleagues in managerial roles and share best practices. You may even connect with an executive mentor if necessary to further your growth.
Be Humble
Humility is an essential leadership trait – if not the most important trait of all for a newly-promoted employee tasked with managing their peers. The promotion itself gives you all the credibility you need. So consider reaching out to your peers in humility and seeking input. Ask questions and listen to your peers ideas about the organization and how to succeed.
Being a great boss isn’t a natural-born ability for everyone. For many of us, myself included, it is a skill mastered over many years of learning what techniques work best for creating a happy team.
Sincerely,
Todd Gooden
CEO & Founder
The Solutions Team
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