As a manager, you'll be looked to as a role model by not only your employees, but also by others in the organization. Important? More than you know.Ĭomplaining about the boss over cocktails? Showing up 15 minutes late to meetings? Sorry-those days are long gone. Try starting the conversation with “You know that I value our friendship, but as a manager, I need to make sure that everyone on the team views me as being fair and consistent, so our work relationship is going to change.” Easy? No. Also keep in mind that, while your former colleague may be happy for you, she may also feel awkward or resentful. You can’t keep up your twice-weekly happy hours and closed-door lunch dates with your work BFF without feelings of distrust and resentment from the rest of your team. If you do find yourself now managing a former peer, you must address the shift-immediately. This can be especially true if you’ve been promoted from within and find yourself now supervising someone who used to be at the same level as you. The biggest mistake that new managers make? When asked this question, “90% of the women whom we interviewed replied that they tried to be liked,” say authors Caitlin Friedman and Kimberly Yorio in The Girl’s Guide to Being a Boss (Without Being a Bitch). Whether it’s having an open-door policy or scheduling “office hours” each day, make sure your employees know when and how they can reach out to you. And understanding what people’s goals, hang-ups, and challenges are can help them perform at a higher level, which will only serve to help you.Īlso let them know that you’re open to listening on an ongoing basis. Obviously, you can’t please everyone, but saying “I would love to get your input as I make plans for the future” goes a long way in building positive relationships and open communication. Set up individual meetings with each of your new staff members to understanding their roles. Ask questions about what they like about their job, the biggest challenges they face, and ideas they have for improving the organization. Resist this temptation, and instead, take plenty of time to fully understand your organization and team. Many new managers want to make bold changes quickly to show that they're in charge-and it's a bad idea. And if they succeed? You can take credit, but you have to share it with the rest of the group, or they won’t be willing to do a great job for you in the future. This means, if your team fails, you fail.
This shift is often difficult for first-time managers, but it’s crucial-your performance will be tied to the performance of your team. “Now, your number one job is to help other people accomplish the tasks in an outstanding way.” “Before you were a manager, your number one job was to accomplish tasks,” says Penelope Trunk in 4 Worst Mistakes of a First Time Manager. But the crazy thing about your new position? It’s not about you anymore. You’ve likely been promoted because you're awesome at your job. If not, find someone else in your company who can serve in this capacity. So one of the most important things you can do is find a mentor, someone with whom you can confidentially discuss issues as they arise. The good news is, someone else has probably dealt before with any situation you'll face. How do you deal with a team member who's underperforming? Or an overachiever who you’d love to promote but can’t because of budget cuts? Of course, many of the situations you'll face as a manager aren’t outlined in any manual. Review their personnel files, their resumes, and their past performance reviews and goals. You should also do some digging and learn more about each of the people you'll be managing.
Read them, digest them, and keep them on your bookshelf.
#Full time manager jobs near me manuals
Some organizations have formal supervisor training, and nearly all have manuals and HR policies. Seek out the management tools, resources, and classes that your company offers. First off, make it your personal mission to learn everything you can-believe me, this is the big key to success as a new manager.
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