From Colleague to Manager. It's Tough!

Shifts in Dynamics and Expectations

You did it! You kept your nose down, worked hard, and received that promotion you have been hoping for. You have climbed your way to the top of the summit and earned a spot as a manager. You feel empowered and accomplished yet now you realize you are no longer a co-worker to those who have been working alongside you. 

YOU became the person that they will need to report to and the person they need to respect as their upper. This shift of dynamic can be rather difficult for many who have proven their worth and have moved up on the totem pole like you. By setting boundaries and expectations for both you and your staff you will ease much of the unnecessary tension that might become or has become present.

It is crucial to speak to the staff and set some ground rules. Let them know not only what is expected of you in this new position but also what your expectations are of them. This shows that you respect them as well as letting them know that you are doing your job when divvying up their tasks that need to be done.

Toxic Work Culture

As a manager, you need to be respected as such. This means your staff needs to see you as an authoritative figure. This can be a difficult transition for both parties involved when you have been working and building a relationship with them for a prolonged amount of time. It is not uncommon for the staff to lash out or feel that they can push you around because they refuse to accept that you are now above them and have every right to tell them to do their job.

Arguing, yelling, and refusing to be productive towards their job can lead to a hostile and toxic environment. To avoid this, it is a great strategy to speak to each of your staff and let them know that you are on their side. While there may be negatives to having such strong relationships with the staff that you now have authority over there are also positives.

You most likely have gained the trust of many of your past colleagues. By using this to your advantage you can ask them what they think would improve the workplace as well as any ideas they may have. Not only does this make them feel that their voice is being heard but also gives them a sense of ownership. Making them feel that they are working with you instead of against or for you will break many of their walls down. The workers that care about their job and want to see improvements will back you up and will appreciate your initiative.

Qualities of a Good Leader

I want you to take a moment and think about those who you not only respected but also enjoyed working for. Now think about the leaders that you would have been happy to never have crossed paths with. 

The managers you liked most likely were kind and respectful to you but were stern and authoritative when they needed to be. They gained your respect by empowering you and your colleagues to not only do their job but do it well without harassing or berating you. 

The managers you did not enjoy working for were probably on the other side of the spectrum. They were overbearing, aggressive, and micromanaged everyone. The staff either obeyed due to fear or the staff resented them to the point that they would not do their job effectively in spite of them. 

A great manager will live in the middle. Stern and strict enough to get things done and delegate their staff with ease yet gentle and nurturing enough to make their staff feel heard and respected. To accomplish this middle ground can be difficult, especially when you used to be their coworker. 

You must utilize that relationship you have built and let them know that you are all ears for their ideas and struggles. This will make them feel like THEY have a say in how the workplace is run. Using this strategy will let the staff know that every decision you make has their best interest in mind.

Corrective Action

While we would all love our staff to behave and do their work efficiently, we all know this isn't always the case. Every single member of your team has their own personality traits, strengths, and weaknesses. It is your job to be able to pinpoint every one of these in each team member. 

While this can be many managers' biggest weakness it is important to hone this skill. Your staff needs to know that they will be held accountable and that there will be consequences if they are not reaching their positions' expectations. While it may seem nerve-racking to take corrective action with those who you used to be close colleagues with, it can be a great tool to build your new relationship.

Your team needs to understand that they cannot get away with anything because you are now who they report to. When taking corrective action, you should always do so behind closed doors. Approach the situation as an opportunity to counsel them. Make it clear that you are on their side, yet you would not be doing your job if you did not hold them up to your standards. 

Assessing Corporate Culture

Every line of work is unique in its own way. I come from a hospitality background which can be a bit different from other corporate structures. Going out for drinks with your colleagues after work is more or less a rite of passage in the culinary world. Once you make the transition from co-worker to manager the lines can get a bit blurred. You will catch yourself asking yourself, should I go out for drinks? Is that unprofessional? What will the staff think? These are all common questions from those in the same boat as you. The answer can vary. 

When deciding what the right choice is for you, you must take into account how it will impact you. Will you stress about what you said while at the bar? Can you draw a line between your personal life and work life? It is important to assess what your corporate structure is before you make a decision, and it is crucial to take into account that going out for drinks with one of the staff and not the other can cause jealousy in the workplace.

Along with spending time outside of work with your staff, there is also the concern of sharing too much with your staff as well as the staff sharing too much of their personal life with you. While it is important to have a diplomatic relationship with those who report to you, they do not need to know every detail of your personal life and vice versa. This can be quite the change for those who have been promoted. Boundaries are everything and they need to be stated concisely and clearly.

Embrace your Newfound Position

After reading through these key points, you should feel more at ease and prepared. Making sure your staff understands their expectations, as well as yours, will make the dynamic shift 10x easier. As well as assessing your place of work and determining whether you should mix work with play. No one said the climb to the top is easy but knowing what type of leader you want to be and how to do it will make a world of difference. Use this advice to your advantage and watch your past co-workers embrace you as their leader.