Making the transition from employee to manager can be tricky to navigate. You know that you want to lead your team with respect and intent, but still maintain the positive relationships you have with your co-workers.
The transition from employee to manager can take some time, and can be fraught with challenges, in order to assist you, Strategy [self] has prepared a list of key tips to help you manage this process effectively.
Key Tips to Help you Transition from Employee to Manager
1. Acknowledge the status quo has changed
This is a big one – relationships with co-workers will change. Let me say that again – relationships will change, and you need to prepare for this, and also be prepared to make this shift mentally yourself.
One of the biggest mistakes a new leader can make is wanting your team to like you. Let’s be clear – your team needs to respect you, and you need to respect your team. But you don’t need to be friends to achieve this.
You are now the person assigning work to your team, and monitoring productivity and performance, and for this reason alone, you need to seperate personal from professional. The quickest way to lose the respect of your colleagues is to play favourites.
While acknowledging that change will occur, don’t fret that it’s all going to be negative change. It’s likely your co-workers are happy for you, but may also feel a little awkward about the change in the relationship as well. Don’t be afraid to sit down and have this difficult conversation, and work through any concerns. I know this conversation is likely to be a tough one, because you don’t want to come across as being better than your co-workers now that you are the “boss”, but it’s important to acknowledge that for you as well this change in relationship dynamic is something new and that with open communication you will both will be able to work effectively as a team.
2. Show up for your team
In my view, the best way to show respect for your co-workers, is to show up and be present for them. This means being on model behaviour, and working to the standard that you expect of yourself and of your team. Being a manager doesn’t automatically give you respect or power, you need to earn this. Treat your colleagues fairly, and show up for them every single day. Be prepared to serve them, and give them what they need to do their jobs. This includes making decisions, and making them in an appropriate timeframe. There is nothing worse than needing guidance, and your manager won’t give you it to, because they are too afraid to a decision that might be unpopular with one or two members of the team. Showing up also means being available and accountable to your team.
3. Maintain open communication
It’s important to let your team know that you have an open door. You want them to come to you and speak openly about their role and tasks. Your team needs to know that you welcome their feedback, both positive and negative.
We encourage your to have a mechanism in place to facilitate two-way communication. I’m not saying you need to have a meeting for the sake of a meeting especially when an email or chat will do, however, what I have found to be effective is a regular catch up based on key agenda items is a good start. The other type of meeting, that works well, is a meeting with your team that follows a meeting that you may have with your leader – that way important information can flow immediately to your team, and directly from you. This way your team is not hearing information second hand, and you also have the opportunity to address any questions immediately with the team.
At all times, you want to be encouraging feedback, and be prepared to take the advice and comments from your team on board.
4. Learn to delegate
Learning to delegate can be particularly difficult for a new leader. I must say, this was one of my biggest challenges. I wanted to do everything myself – that way I could control the quality of the work. This is not sustainable and you well end up burning out, and losing the trust and respect of your team.
Trust your team to do what they have been employed to do!
If you are concerned that quality of work may be an issue, then it is your responsibility to coach your team to bring them up to the standard that is required.
5. Learn how to effectively manage your time
As a new manager, effectively managing your time will be critical to your success. Learning to prioritise tasks, and triaging unexpected interruptions is a necessity. We’ve dedicated a whole blog post to this, and you can find it here: https://strategyself.com/time-management-habits-of-successful-women
6. Step back and look at the bigger picture
From time to time, it will be important to stop, step back and look more strategically at how your team and the work they do fits into the organisation as a whole. This provides the opportunity to improve systems, processes and your team efficiencies.
You should incorporate feedback from your team on friction points, as well as opportunities they see for the team and organisation. It can become very easy to get caught up in the day to day art of doing, and not look at the bigger picture, However, scheduling this time, at least every six months, will enable you to continually improve both your team and your skills as a manager.
7. Don’t stop learning
Learning comes in many forms, and it’s the best piece of advice I have for anyone. The only constant is change, it’s important to embrace this, but also continue your learning so you aren’t left behind.
It is recommend to speak with your internal HR advisor to see what training may be available. Look for external courses to improve your skills and knowledge. If you’re willing to consider a mentor, seek one out.
You need to make learning a priority. Put down your phone for 20 mins, and pick up a book or watch a webinar.
Education comes in all sizes, and being too busy is not an excuse.
Take bite sizes learning in the form of short courses or webinars, if you need to fill a certain skills gap. Alternatively, if you are looking to develop a broader range of skills consider something more comprehensive. Key management skills to enhance including giving effective feedback, setting goals and communication.
Conclusion
Expect a couple of bumps in the road while you transition from employee to manager. But don’t let your concerns about how you will manage this change, or how co-workers will adapt stop you from taking the next step into a leadership role.
If you’re looking for guidance on how to transition, we have developed a guide that is packed with strategies to help you thrive in your first 100 days as a new manager. You will gain the confidence and courage you need to successfully start leading your team.
What’s the best tip you have for someone transitioning from employee to manager?