Is there any underperfomer in the office? Sure, there is at least one employee who doesn’t seem happy with their job. Workplace conflicts sometimes arise and…
Promoted to Manager? Here’s What You Should DoEmployee Relations Leadership Management People Development Productivity October 9, 2018
You have done great in your job and finally, your dream comes true: you are promoted to manager. But wait! While you are happy and proud of yourself upon hearing the good news, there might be some part of you feeling a little bit anxious as you don’t know what you should do. Not only because you have to transition from employee to a managerial role, but also you have to manage and supervise your coworkers.
You know that as a manager, you have to perform different roles from the ones when you are an employee. Understanding these differences is crucial because it will help you settle in the new post more smoothly as you have to be able to lead and give clear directions to your staffs. Some people use the power and authority in their hands to control and boss people around. However, great leaders don’t do such thing. Instead of instilling fear to make employees obey them, real leaders should promote trust to gain respect. You don’t want be such a terrible boss despised by your own employees, right?
To help you get off on the right foot for the new role, learn from these tips from David Marolda, a former Sr.Director of Actuarial Analytics and Strategy at Walmart.
First and foremost, meet your higher-ups. You should ask your employer about what he expects from you. Ask questions, listen, and jot down the important parts.
Second, delegate. As a new manager, your role changes. Previously, you have to do the job but now, you can do the job through other people’s hands. Your most experienced employees can take over projects and complete it for you. Your task is to review their jobs and come to the upfront discussion if there is any problem.
Third, meet 1-on-1 with your staff. To get an overview of the projects/tasks you never done, you should ask your staff whether they produce weekly or monthly report for the previous boss. The previous reports can help you review employees’ past performance.
Fourth, keep the hiring tap open to find potential talents. You should not burden your staff by giving them too much work. Therefore, you should hire the right people and develop them. This is the key for your own success and the company. Do not see hiring as a pain that takes your time but see it as an opportunity to build the best division in your organisation.
Fifth, set a weekly staff meeting with an agenda. However, you should not make it as a ritual. You can discuss things that your staff want to discuss and at the same time, you can learn things you do not know. Discuss only necessary things, and if the meeting only takes 25 minutes time, then let it be 25 minutes.
Sixth, create good atmosphere among your staffs. As the new manager, you should be able to devise good atmosphere in the workforce. You can encourage your staff with a vigorous discussion until final decision is made. After that, you can ask the staffs to execute and implement the result.
Seventh, support your staff and take responsibility for their growth and advancement. As a manager, you should be able to support your team. Make sure to create positive work environment every day and be prepared to shift things when one of your staff gets overwhelmed with work, illness, or personal problem. You don’t want your staffs being sick with the job and eventually leave for good. Therefore, make sure they get their vacation time. You should treat your staffs as trusted colleague while still being a respected leader.
Lastly, manage your staffs, set priorities and deadlines. In order to do this, you should have done all the step above. In the end, your staffs will enjoy working with you and they do their best to meet the deadlines. You can also set a 30-seconds update every morning to talk to your staffs. This will help you understand their complaints so you can resolve it together.
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