You're the SUPERVISOR!
Congratulations! You were finally selected for that supervisor position you’ve been working to get for the last 3 years. You were recognized as the most productive company employee at the last team meeting and your manager stated you were ready for the next level. However, the more you think about it, transitioning from a peer to a supervisor may not be so easy. You’ll be giving orders to some of your best friends and that’s a little scary.
Many companies promote internally and provide career advancement opportunities in order to retain employees with specific talent and skills. However, promotions bring new challenges that many employees are not prepared or trained to handle. As a result, the initial excitement about the new position is very “short lived” and overshadowed by frustration and feelings of discouragement. Below are some tips for transitioning from a peer to a supervisor whether in the same company or a new one.
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Personal Transition
Get a routine that works and stick to it
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Take time to organize and prioritize routine tasks
Control your emotions; know when you need to walk away and regroup; Do it!
Find a de-stressor and practice using it
Embrace the changes; look for the positives and promote them to employees and peers
Find a confidant to share leadership burdens and to refuel emotionally
Be assertive and not pushy; be confident and not puffed up; be motivated and not irritating
Focus on your strengths and use them
Leadership
Be thoroughly familiar with daily responsibilities; establish a routine and timeline for completion
Establish credibility and respect by taking positive actions and asking for help when needed
Establish and communicate work/social boundaries between you and other positions
Become well informed of EEO, sexual harassment and hostile work environment policies
Seek opportunities to motivate, turn people on and not off
- Be available and visible to the employees
- Work on developing the ability to ignite passion and commitment in employees and peers
Look for and utilize opportunities to develop and mentor employees
Demonstrate leadership abilities during planned and unplanned situations
Daily Practices
Monitor performance and provide immediate feedback or as soon as feasible
Routinely delegate when feasible
Coach and assist employees in improving performance and attitudes
Empower and enhance group performance by encouraging teamwork
Use employees to brainstorm solutions to unusual situations
Take immediate action on any potential EEO issues that arise in the workplace.
- Determine what is urgent versus important and prioritize actions
Listen to understand first and respond second
Listen and address employee concerns as soon as possible
Work to resolve issues at the lowest level
Give criticism or negative feedback privately and tactfully
Generate Enthusiasm
Match employees skills with work to be accomplished
Praise! Great Performance!
- Break communication barriers; find a common ground to start discussions
- Persuade through connecting and building trust first
- Investigate the “why” or root causes of poor performance before making final decisions
Set realistic and attainable goals
Cultivate motivation; Let employees be part of the solution process (when able)
Minimize and/or eliminate unnecessary tasks
