The Journey Into Management: Transition from Peer to Supervisor

You've got the job! That sentence could be music to your ears when you have just been offered a promotion into management. You have worked hard to get where you are and to eventually get a higher paying position. You are looking forward to the challenge and the opportunity. Not to mention the work experience this will give you and eventually enable you to market yourself into even higher paying positions. Whenever someone ventures into management it should be understood that you are not entering into a popularity contest. Being a manager is a lot of things but the likelihood of making more "friends" in the work place due to the promotion is not normally an option.

A promotion that takes you from being a worker in the department in which you work into a supervisor or manager of the same department is probably one of the toughest professional challenges to overcome. At one time you may have gone to lunch with many if not all of your co workers, have holiday brunches, maybe even complained together about either the company, policies, or other management. The people that once sat beside you as a peer now have to transition to being your employees. It is possible that some of the others in the department had also wished to secure the same position that you had been offered and accepted.

It is likely that your co workers will have a hard time viewing you as the immediate boss. Even those that are sincerely happy for your accomplishment will still not view you as their manager right away. This will be an adjustment period for everyone and possibly a little uncomfortable at first. I personally have run into this situation on two separate occasions within the same company. During the first promotion I went from a lead position to a supervisor role and with fewer employees. It was difficult for all of us and I there were things I had wished I would have done the first time around that I did on the second promotion a few years later.

There is no easy way to make this change. Only time and earning their mutual respect will inevitably gain your acceptance. There are however a few things that may help you out in the beginning.

•Meet with your group as a whole quickly after the announcement of your new position. If possible break the news to the group in person. This will help answer any questions or concerns and not leave them guessing.

•Depending on the size of your department or direct reports schedule a one on one session with each individual as quickly as time permits. Each individual may be more comfortable discussing their questions or concerns with you in a more private setting.

•Clearly state your expectations. Ask the employee what their expectations are of you and what their common complaints are.

•Try to get a feel of the group's general daily challenges. See if they have any reasonable requests that would make their job easier, less stressful, or more productive.

•Be empathetic. Don't expect everyone to immediately be comfortable with this change.

•Stay consistent

•If you have been going to lunch with individuals within your department it is time to remove yourself from any personal outings. Some may disagree with this statement but based on my personal experience the group will definitely "think" there is favoritism with you and the other individual(s) if you continue to "hang out". It is important to "earn" their trust and respect and going to lunch or smoke beaks with people from within your group can work against you depending on the personalities of the people you manage.

•Last but not least be enthusiastic. Don't show your frustration or any sense of being unsure, if it exists. The employees will pick up your emotions much more now that you are their manager.

Management is a rewarding yet complicated position that requires some trial and error and a lot of patience. People at work need support, guidance, and trust in their management team. Those necessities are not automatically earned. It seems to me that it is even tougher to gain those key elements when you are moved around from within the company versus being hired from the outside. I also tend to believe the industry and business size may play a role in some of this difficulty. I worked for a rather large telecommunications company and everywhere you turned there was competition for promoting. There was a great deal of room for growth if you had the potential.

Unfortunately, some people are just not accepting when a peer receives an offer for a better position for whatever reasons. If you come in the morning after a promotion handing down the "law" so to speak then you are not likely to be greeted with open arms.

It can be transitioned successfully and work out great if the time is taken to understand the employee's needs. If there is a tough time adjusting keep an open mind and be consistent.