One of the toughest transitions to navigate is going from a peer to a manager—it’s hard to know how to navigate new relationships and expectations while still ensuring your team produces their best work. These tips can help you to create a supportive, transparent environment while navigating these new dynamics.
Create consistent expectations with your team
It will take some time to develop a new routine and rapport with your team, but consistency can help. Schedule regular check-ins with your team as a whole and with individual members—and come prepared with a list of thoughtful questions to keep these meetings on track. Make an effort to avoid showing favoritism as well. Stick to consistent expectations for everyone on the team when possible, especially if you have previous friendships with coworkers you’re now supervising.
Your team’s success will become more closely tied to your personal performance and they’re the ones who will help you achieve the biggest wins. Be sure to keep them at the center of your decision-making.
Be honest with yourself about your strengths and weaknesses
Take a moment to honestly assess your strengths and weaknesses at work. Are you a confident communicator, a procrastinator, an excellent strategist, or maybe someone who avoids conflict? Consider how these strengths and weaknesses may show themselves differently in your new role and how you can fill in the gaps. Weaknesses you previously glossed over may end up in the spotlight, or your strengths could really have the chance to shine. If you’re having trouble nailing down your strengths and weaknesses, a personality assessment could be a good place to start. Your direct supervisor may also have insight to share.
Accept growing pains are part of the process
You will likely need time to settle into your new role and figure out what works. Adopt a growth mindset and be comfortable with failure—focus on learning from it and moving on. It may also take time to get used to the new dynamic with former coworkers and figure out your style of management. It may take time for some of your new employees to adjust, but try to keep your focus on professionalism, trust, and open communication.
Be vocal about needing support
Be intentional about using the resources at your disposal to be successful. In addition to training via platforms like LinkedIn Learning and Indiana Manager Central workshops, don’t be afraid to advocate for yourself. Be honest when your boss asks how things are going and ask for support when you need it. It can help to start keeping a list of challenges, whether you decide to tackle them solo or with the help of a supervisor. It may also be a good time to reach out to mentors outside of your current team or agency. If you don’t have more informal mentors, it’s never a bad time to start creating those connections so you have multiple points of support.
