Being a first-time manager comes with several challenges, especially when transitioning from peer to leader:
-
Establishing Authority: Balancing the need to assert leadership while maintaining the relationships you had as a peer.
-
Managing Jealousy or Resentment: Some former colleagues may feel envious or resentful of your promotion, making it difficult to gain their trust.
-
Setting Boundaries: Shifting from friend to manager requires drawing clear lines between personal relationships and professional responsibilities.
-
Giving Constructive Feedback: It can feel awkward giving critical feedback to people who were once equals.
-
Building Credibility: You might feel imposter syndrome or pressure to prove yourself, especially if others doubt your readiness.
Here are 4 ways to handle this shift in responsibility with your new team.
1. Acknowledge the Shift in Dynamic
Don’t pretend nothing has changed. Instead, address it head-on in your first team meeting. Acknowledge the fact that you’ve been promoted and that this will naturally create some changes in how you relate to the team. This signals self-awareness and prevents awkwardness from simmering under the surface.
- How to handle jealousy: It’s normal for some peers to feel resentful, but they need to understand that this isn’t about being “better” than them, but rather taking on a different role. Be sure to emphasize that your goal is to support them and the team as a whole. You’re still committed to their success.
2. Set Clear Expectations
Being clear from the start about your expectations helps set a professional tone. This avoids the trap of people testing boundaries because they still see you as “just one of them.”
- Have you thought about what kind of leader you want to be? You might want to prepare some thoughts on this before your first meeting. Will your style lean toward hands-on or hands-off? Will you focus on results or on personal development? Make sure that’s clear to them early on.
3. Be Transparent and Open to Feedback
This can help defuse potential resentment. Invite the team to provide input on how you all can succeed together. Transparency shows you trust them and value their perspective, even though your role has changed.
- Have you considered scheduling 1-on-1 meetings right away? It’s a good opportunity to reconnect individually, ask for feedback, and also explain what you envision for the team going forward.
4. Maintain Professional Boundaries
While being friendly is important, you’ll need to develop a different kind of relationship now. Over time, you’ll have to enforce accountability, give feedback, and even deal with difficult conversations. If the lines are too blurred, it can become hard to hold people accountable.
- Do you foresee this being difficult with anyone in particular? If so, it might be worth being a bit more intentional about setting boundaries with them early.
