After years of hard work and being under-appreciated, you’ve made your way through the company’s ranks and have finally received a promotion. You vow never to make the same mistakes as your supervisors. You’re going to treat your employees differently. Sound familiar?
Of course, we all want to avoid the managerial and professional mistakes of our predecessors, but sometimes that’s hard to do when organizational culture is entrenched. Promotional Consultant Today shares these insights when making that transition.
To Gain Change, Change Must Be Made
In other words, lead by example. Understand that some of your former peers will understand these changes, while others will try to hold on to the old ways. Some co-workers will now look at you differently, but you can’t allow this to deter you from new managerial goals. Be forceful yet considerate in making any desired changes.
The No. 1 mistake that some bosses make is trying to be friends with their subordinates. They believe that if everyone likes each other, the office will be more cooperative and run more smoothly. However, it has the opposite effect. Friends are on the same level as one another, while managers and employees have a hierarchical relationship. Since friends do not order each other around, this method of management rarely works.
Instead, set the foundation of new relationships with employees on day one, addressing the new situation in a staff meeting, openly sharing your new vision and expectations, and outlining the new direction and policies that you want to establish moving forward.
Transparency And Respect
At first these new changes might cause tension since there will be some who test new authority. During this transition, maintain focus on achieving goals while being respectful. If you continue to behave fairly and openly with your staff, insisting on being treated with the same respect and professionalism, the team will come to support your endeavors. Employees should trust their bosses and know that they can come to the boss for help.
New managers should take the best of what they’ve learned along the way and reject what no longer works while injecting their own style and values, in an effort to create a respectful harmonious working environment that will achieve both the company’s mission and bottom line.
Source: Esther Francis Joseph is a personal and family coach and author of Memories of Hell, Visions of Heaven: A Story of Survival, Transformation, and Hope, her personal story of survival and perseverance, despite a violent childhood. Raised on the picturesque island of St. Lucia, Joseph molds her literary talents with her childhood experiences as she continues down her path to leading a joyous and fulfilled adult life.