Management Transition – How to Take Over Without Taking Over

ABSTRACT:

10 tips for new managers to make their transition to their new position easier.

Stuart Miles - Leadership

Someone Else’s Recruits Part II

When transitioning into a new management position, the first ninety days are crucial. As a new manager, it is your job to get in and take charge. But there is a catch. Delve in too quickly and you run the risk of alienating your team, thus crushing morale and stifling production. Have too light a hand and you will lose their respect. It is an intricate balancing act that you must do to maintain order and inspire and motivate your team to reach higher. It can be daunting and intimidating. However, there is hope. These tips can help your transition period run a little more smoothly and make your integration into your new team much easier.

1. Tread Softly – at least at first – Start Small

When you come into your new position, resist the urge to make a great deal of changes immediately. In fact, sit back and observe. You can implement a few minor changes such as break schedules or routine procedures, but, again, proceed with a soft step. But, one crucial mistake that new managers make is that they delegate the “grunt” jobs to their employees and take the easy tasks for themselves. Never ask your employees to do something that you would not do yourself.

2. Learn to Listen

Your employees are on the front line and the ones who hear your customers first hand. They have a feel for what works and what needs to be fixed. You would do yourself a great favor by asking your employees four little words: What do you think? Ask them what is working and what needs to be fixed. You can have formal staff meetings where you have your employees submit their comments and recommendations to you and then open the floor for discussion, or you can construct your own “comment box” for your employees to submit ideas any time that something comes to mind. Just make sure that you check the box often and seriously consider the comments and suggestions that are submitted to you.

3. Keep Open Communication

Your employees are not mind readers and if you are new, they don’t know you. Anticipate their concerns and address them before things get out of hand and you wind up with a disgruntled team. If there is any possible way for you to have a meeting prior to your starting working with your team, by all means, do it. If not, as soon as possible introduce yourself to your team, even if you have to take each member individually and chat with them briefly. You don’t have to go into anything lengthy, just get a feel for each team member and allow them to get a feel for you. Most of all, keep the lines of communication open. Be approachable and don’t let your emotions get the best of you. If you ask for honesty and a direct approach, be prepared to get just that. There is no room here for you to get your feelings hurt. Suck it up and approach your employees, ask them what is on their minds and take it into consideration.

4. Get to know Your Team

Meet with your team as a whole but also take time to meet with each individual member. Through your observations and conversations with them, you need to find their talents and abilities and find creative ways to use them to the team’s advantage. Also keep an eye open for talents that may yet be untapped by the members. For instance, you may see outstanding artistic ability in a team member, but they do not realize that they have that talent. Work with them and help them develop the talent in a way that it will benefit the team and your mission. As a leader it is your job to inspire and motivate your employees. You want to mentor your employees and mold them into leaders. They can be leaders within the team and they may even be promoted within your organization. By empowering them and keeping the lines of communication open, and knowing each team member you will create a team that is unstoppable. But they will also be loyal.

5. Be a Team Player

As “the boss” it may be tempting to delegate the grungy tasks to the employees and leave the nicer duties for yourself. But that won’t win you any points in the popularity department and it certainly is not the mark of a leader. Don’t ever ask your employees to do something that you won’t do yourself. When they see you working alongside them, working with them, scrubbing toilets and mopping floors – or whatever undesirable tasks may need to be done, they will develop respect for you. When they see that you don’t put yourself on a pedestal and that you work just as hard as – or harder than – they do they will be more inclined to respect you and be loyal to you. Help each team member develop individual goals as well as goals for the team. Encourage all of the members to reach higher and celebrate their successes.

6. Don’t Compare your Old Job to your New One – or your Employees

Your old job is your old job. Even if you are making a move within your company, realize that the landscape has changed. For one, your position has changed so you are viewed differently, but two, and this is most important, your new team is not your previous team. While some techniques and procedures may be maintained from your previous position, you can not approach your new team as if it was your old team. They will not act the same, perform the same and respond the same so don’t put them in the position of feeling that they have to live up to your old team or outperform them. When you begin comparing your new team to your old one, you will only serve to cause resentment in your new team.

7. Realize that you have a Lot to learn – and Show It

Whether you have 1 year experience as a manager, 10 years or 25 years experience, you don’t know it all. If you are entering into your first management position, then realize that you have a lot to learn. Most of all, let your employees know that you are human. Don’t be afraid to ask questions and opinions of your team, but don’t come across as needy or whiney. Learn the difference and maintain that balance.

8. Play by the Rules

You are the boss and you can probably take certain liberties that your employees can not. Resist that urge. When you start breaking the rules just because you can, you are asking for trouble. Don’t put yourself on a pedestal, get in the trenches with the rest of your team and work alongside them. Play by the rules and your employees will respect you.

9. Learn to Listen

The first rule to being a great conversationalist is learn to listen. This is also the first rule in being a great leader. Listen to your employees and stay in tune with them, their moods and what they think would improve their work environment. Ask questions and genuinely listen to their responses. Keep the lines of communication open but always listen.

10. Don’t Hog the Credit

This is simple but is often overlooked by new managers. When an employee comes up with a great idea, it is very tempting to present it as your own to your superior. In a word: Don’t. If it is not your idea, give credit where credit is due. If you are commended for great performance, don’t keep the credit for yourself; remember to commend your team for their hard work and contributions. Even if you have an employee who outperforms you or who is a better salesperson or better at crunching numbers, make certain that credit is given where it is due. When your team sees that you give them the credit for good performance, they will work harder. If they see that you take the credit for yourself, you will most certainly see production plummet.

There are so many things to remember when you are trying to transition into a new management position, but if you keep your people in your focus, you will find that you have a loyal team that will help you propel all of you to greater heights. You can’t go it alone and if you alienate your team and find yourself on the outside, you will be in big trouble. It is tough to get a team back once you have violated their trust. Start off on the right foot and keep these strategies in mind as you work toward bringing your team to the next level.

Advertisements

One thought on “Management Transition – How to Take Over Without Taking Over

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s