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As soon as the jubilation from your promotion subsides, it hits you – “What do I do now?” The training’s over, everyone says you’re ready, yet all of a sudden you are responsible for a number of employees and not even sure where to begin.
Don’t worry, you’re not alone. Over the next few weeks, I will be writing a number of posts in a series entitled, “So You’ve Just Become a Manager,” highlighting the keys to making the tra
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Comments
11.06.08
11. Immediately subscribe to the winners of the 2006 and 2007 Podcase Award business category, Manager Tools. Listen to their free weekly podcasts starting with the basics at http://www.manager-tools.com/manager-tools-basics/
11.06.08
This is very helpful. I'm starting a new role managing 5 people within the next month, most of which will be older than I am. These will be very helpful tips that I'm going to keep with me, if all goes well I hope to add a few to the list. Looking forward to reading the follow up posts.
11.06.08
great points! I especially agree with 4,5,and 6. Some additional comments:
4. Set clear and SPECIFIC expectations. Too often, management just gives vague expectations such as "I expect you all to give 100%". Instead, tailor your expectations to particular people. "Bob, I expect you to have that project finished by November 30th. By finished I mean ...." and so on.
5. Communication. Regular team meetings are key. But make sure you have a clear agenda. If the meeting becomes a free for all, then no one will get anything out of it.
6. Give appropriate and specific praise. Make sure that you aren't just absentmindedly giving praise to everyone. Make sure you really MEAN it. And make sure it is specific. My management constantly tells me the appreciate "all that I do". But I doubt they actually have a clue what that is.
11.06.08
Dude, if you are asking "now what?", then you are not ready yet.
11.06.08
These are all great tips but I especially emphasize #4. As Scott M says "set clear and SPECIFIC expectations." This can mean things that seem as common sense as "I expect you to come in at 9am and stay until 5:30pm everyday" or "I want you to take notes on this presentation during our meeting."
As a manager you should never assume that your employees know what to do. It is your job to lead them.
See my post: The Biggest Mistake I Made as a Manager
http://theofficenewb.com/2008/01/04/the-biggest-mistake-i%e2%80%99ve-mad...
11.06.08
Your posts always sound a little arrogant--like you have all the answers. If I wanted advice on how to sell drugs to women with urinary problems, you'd be at the top of the list. As for your management advice or tips from other J&J managers, I find them obvious and droll.
11.06.08
Also listen. Meet with every member of your team one-on-one during your first few weeks on the job. Find out what they do and what' they'd like to do. All too often, new managers come in and want to make sweeping changes before they even have a chance to understand why things are being done a certain way...and that can alienate your staff in a hurry.
11.07.08
All very good. There is one thing that I would add to teh list - DON'T JUST SIT IN YOUR OFFICE!!! I am a firm believer of "walk-around mnagement" - Be out there with your people! If they only see you when something goes wrong or when it is bad then when they see you that is the first thing that pops in their heads - "something has gone wrong" or "someone is in trouble!"
If they see you when times are good, they will associate you with that! Also by wlaking around you can catch someone doing something good (#6)! You'd get better work out the employees. Besides, they then won't be 'hiding' when you show up!
11.09.08
Most important never forget that your employees are your greatest asset.
None of us succeed without others above and below supporting us in our effort to manage and lead.
A great manager coaches people and often has a vision for the individual employee greater than he or she may have for themselves.
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