The Human Resource: Rising in ranks – Part 1

There are significant challenges for a new supervisor, especially an individual rising from an employee into the supervisor role. Here we explore keys to success from the employee perspective.

For the employee who has demonstrated the skills and abilities to be promoted into a supervisor role, the excitement and appreciation will quickly change to anxiety and trepidation as the journey to management presents a reality check that former peers will now be subordinates. This is a very challenging time for a new supervisor, and in my experience one of the most difficult obstacles to overcome for a new supervisor.

Certainly learning about how to process time off requests, or to assign and delegate work will be new, however the intricacies of mastering the performance management process and delivery of feedback to a former peer or friend can be insurmountable without training and support. Here are three tips to strategically position yourself for success when taking on the new supervisor role.

Employee Tip #1: Request a management team member mentor to help you navigate the new role responsibilities and to gain insight into leadership expectations for a new supervisor. This should not be your direct supervisor, instead a respected and tenured member of the management or leadership team. Schedule regular meetings with the mentor, prepare agendas, and be certain to not only share what is working well for you. Share what isn’t working, where you are stumbling, or what obstacles are before you and request advice. This shows humility and allows for real professional growth and development as a leader.

Employee Tip #2: Immediately schedule one-on-one meetings with all of your direct staff members and set expectations for the working relationship. This includes cutting certain types of personal interaction in the workplace, joining staff members for lunch, and even before or after work activities that could be perceived as favoritism or unfair and inconsistent management practices. You should also make it very clear that there will be no bias, and no room for special treatment, demonstrating that each employee will be accountable to you and expected to perform all aspects of their role. This is very difficult for many individuals to cut these ties. The question you must ask yourself is “Am I here to make friends, or to perform my role as supervisor for my employer?”

Employee Tip #3: The transition will not always be an easy one, so you must learn to remain honest and transparent with your manager, communicating to them when and where you need guidance and support to be successful. It is the responsibility of every supervisor to provide their employees the tools, resources, and support to be successful. Your employer did not promote you to fail, and so engage your manager for support and guidance along the way.

Following these tips will aid you in the transition and in achieving success in the new role. While your employer has a responsibility to aid you in your success, you must also own the added level of responsibility, commitment, and accountability for not only yourself but for those you are now supervising and responsible for.

* The opinions expressed are those of the author and do not necessarily reflect those of the ownership or management of Chadds Ford Live. We welcome opposing viewpoints. Readers may comment in the comments section or they may submit a Letter to the Editor to: editor@chaddsfordlive.com

About Warren Cook

Warren is the President and co-founder of SymbianceHR and provides strategic oversight for service delivery, business operations, and technical guidance on consulting engagements. He is a human resources subject matter expert with over 25 years of experience as a strategic human resources business partner, project manager, and people leader across private and public sectors organizations. Warren is responsible for the strategic planning of all client consulting engagements from initial needs assessment and compliance review through delivery of customized strategic solutions that meet the client’s business goals. He has a proven track record of providing executive coaching and guidance to business leaders and human resource professionals at all levels including the C-Suite of Fortune 100 companies. Warren is also the Chief Talent Officer and cofounder of SymbianceHiRe, a Symbiance company dedicated to providing direct placement talent acquisition services and temporary and contract staffing solutions to the business community. Warren holds a B.S. in Human Resource Management, an MBA in Project Management, and a M.S. in Industrial and Organizational Psychology. Warren is the author of “Applicant Interview Preparation – Practical Coaching for Today.”

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