What makes life at the office interesting and pleasant is being able to work with people one genuinely likes and to consider colleagues as friends. As professional development grows, the day of a promotion arrives bringing not only new responsibilities and functions but also requiring an ability to lead. In short, it becomes necessary to reconsider relationships with fellow colleagues and establish a new communication strategy. Personal and professional relationships do not usually come together smoothly, as changes in official hierarchy bring changes in attitude as well. The following six approaches will ease the transition and help maintain a good relationship with colleagues who have become direct reports.
1. Have a Personal Interview with Each Co-Worker
Meeting with each person individually and making a clear picture of their functions is an important first step. From the moment of a promotion, the manager is in charge of everything that happens in the team. Even if familiar with other members' duties, letting each person explain their role allows a fair evaluation of the workload and performance outcome. A personal meeting also helps to clear up possible misunderstandings and discontent with the new role at the earliest stage. Talking to co-workers about the changes in the relationship and making clear that the intention is to support them and help them to be successful will go a long way. Doing so will help to solve problems before they become open conflicts.
2. Keep the Distance
Accepting that there will now always be a step of distance from the team is important. Speaking for them, making decisions, and making suggestions that will impact everyone in the company comes with the role. Breaking some old traditions that existed with peers in order to help them make the mental transition is necessary. Having felt discomfort when speaking informally about a boss in a previous role means understanding how those same conversations may now be happening. Discussing sensitive topics such as company policies, other managerial staff, and their decisions is no longer appropriate. Finding positive sides of decisions taken and explaining them to the team is a much more constructive approach.
3. Stay Friendly, but Do Not Play Favourites
Being the manager does not mean having to avoid everyone. The leader's job is to be open to help people achieve their goals. Each employee should be equally friendly and respectful. However, doing favours or giving in to someone's requests simply because of a prior friendship is not appropriate. Once way to such appeals, it is likely to be seen as a weak-willed person and undermine authority as a leader.
4. Ask for Support, but Be Firm in Decisions
A good team makes a good leader. Valuing each team member as a real professional and being open to hearing all their ideas and suggestions is essential. There is nothing wrong with asking for advice when needed and listening carefully to what each person says. However, it is the manager's job to make decisions and lead the team in the direction that brings all to success. Once a decision is taken, accepting responsibility and not hesitating if an obstacle comes is part of the role. People trust those who can lead with confidence.
5. Delegate
Being named a manager is recognition of vast experience and skills. The job is now to make other employees develop their own skills to the best level. Applying knowledge in complicated situations is valuable, but only after making sure the task genuinely cannot be solved without involvement. Trusting co-workers and fairly evaluating their knowledge and abilities means that when help is offered, it will be accepted with gratitude rather than dependency.
6. Be Optimistic
Things may turn out better than expected. Friends and colleagues will probably be genuinely pleased about a promotion and will sincerely support the new leadership role. Making a dramatic change from the approachable colleague to a distant manager is not a good way to improve relationships. Finding the balance between the personal and the professional is key.
The main idea of leadership is to inspire people for progress and, as long as there is an ability to engage their interest in the project, the team will be successful.
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