Here is a Method That is Helping New Managers Build Successful Relationships

The transition into first-line management presents one of the greatest risks to your career. To help you make a smooth transition, think about how your previous and new roles are different in terms of tasks, responsibilities and relationships.

When transitioning into a management position for the first time, you may struggle to balance your relationships with former peers with your new managerial responsibilities.

In your new role, you may face challenges associated with managing people who used to be your peers. Keep in mind that your transition into a managerial role is an adjustment for them as well. In order to prevent your former peers from “testing” you as a manager, you need to establish clear boundaries.

There are two distinct types of boundaries you need to establish with your former peers: those related to organizational policies and procedures, and those related to performance and behaviors.

While you must be careful to avoid the perception of favoritism, you should approach building relationships with various team members differently.

The following tips will help you to build relationships in your new managerial position, such as:

1. How to establish relationship with your new direct reports

Do not do their jobs for them.
Establish clear performance and behavioral expectations.
Hold them accountable for those expectations.
Let them know that it’s fine to make mistakes and recognize their efforts.
Offer regular feedback on their strengths and weaknesses and maintain open lines of communication.

2. How to establish relationships with direct reports with more experience than you

Clearly convey that you expect them to continue learning.
Communicate your desire to learn from them.
Encourage them to be informal managers and mentors to other team members.
Establish clear performance and behavioral expectations.
Hold them accountable for those expectations.
Include them in decision-making processes.
Recognize their experience and show them that you value it.

3. How to establish relationship with your former peers

Acknowledge confidently that your relationship will change.
Establish clear performance and behavioral expectations.
Hold them accountable for those expectations.
Recognize any discomfort they may have with your new position.

4. How to establish relationships with your new peers

Ask for help and guidance.
Be open to learning.
Do not assume you already know everything.

Keep these guidelines in mind and you’ll create the foundation for long-term, mutually beneficial relationships. You’ll also increase the likelihood of your success by getting the support you need.

Five Tips for New Managers

Making the transition from peer to boss is difficult. As a new first level manager, you will find it hard to manage old relationships as you take on new management responsibilities. Here are some tips for you to establish sound working relationships with old coworkers who now report to you.

1. Learn to differentiate your current role from your previous role

Recognize how your day to day activities have changed. Understand how your responsibilities and relationships with your direct reports, peers and boss have changed. After assessing your new role and accountability, discuss your assessment with your team either in one-on-one meetings or in a team meeting.

2. Get comfortable with the initial discomfort

It is normal for you and your peers to feel awkward about your new reporting relationship. Ease the tension by openly acknowledging the potential discomfort. As time passes, people will be relieved of the awkwardness and get used to the new reporting line.

3. Manage expectation by setting clear standards

You must provide clear boundaries to your direct reports so that they have no ambiguity. Chalk out how you plan to work together and your expectations for communication and collaboration. Be mindful if you are inadvertently showing favoritism to one of your direct reports based on your previous relationships.

4. Hold your direct reports accountable

Your inner dialogue will tempt you to ignore slip-ups from your new direct reports. Resist the temptation and hold people accountable. Gently remind them of your agreement with respect to boundaries and expectations.

5. Keep communication lines open

Role model the behavior you want to see. Openly share key strategic information and its relevance to your team. This will make them feel important and create an inclusive team culture.

Remember: It is not about your individual performance anymore; it is about your ability to drive the performance of others. If you fail to establish healthy relationships with your direct reports, you stand little hope of succeeding in your new role.