Congratulation! Years of toiling, overtime and good ideas are finally paying off. You are promoted. As an employee you were excellent, but now you have personnel responsibility. And suddenly you realize that it is not that easy to be a manager who has to lead a team and above all motivate it.
Six mistakes and how to avoid them.
# 1 distrust instead of trust
Have you been a popular employee? Then stay true to your type. However, don’t forget that as the boss you now have other responsibilities. You must therefore not neglect your new duties. This sometimes also requires a certain degree of hardship. But do not lose the trust that you have earned as a team member.
# 2 No distance
You need to become aware of your new responsibilities. And for this it is sometimes better to build a little distance from your employees. The team should certainly not get the impression that you have some favorites in the department. That could lead to resentment. But that doesn’t mean you have to go without a beer after work. However, if you can, avoid talking about work. And always keep in mind that you are now the boss of the force. Also, behave accordingly.
# 3 Don’t be a role model
Good bosses do not convince with great speeches – but with tackling. There is no work that you are too good for now. The team will take an example from you. This is how you earned respect. Do without executive doors.
# 4 Don’t share knowledge
As far as possible, renounce the knowledge of authority. The more the employees know about the company’s situation and are involved, the more they identify with the job. That creates a bond. Do you respond to the employees, have an open ear for problems. Praise and criticize. Even critical feedback is better than none at all. Employees who are left in the dark as to their performance begin to brood. And that hits the drive. But never argue from above. As you introduce new methods, explain in detail why this change is there.
# 5 listen!
An open door policy makes perfect sense. Communication between you and your colleagues is promoted, discussions arise, problems can be addressed directly without having to formally request an appointment with the boss. That way, people speak openly and honestly. But the most important thing is: listen! Even if the need seems unfounded at first. Listening should not be underestimated as a confidence-building measure. It signals that you are interested in the team.
# 6 Turn down advice
Nobody is a born boss. You too need to develop. The requirement profile has changed enormously in recent years. The freer the team works, the more difficult it is to be a good boss. Exchange ideas regularly with other people in your position – from your company or from other companies. It is also helpful if you are looking for someone on your team that you trust and, more importantly, that the team trusts. She can act as a mediator, capture moods and address problems that are discussed within the employee – before they escalate.