The Tribune

By IAN FERGUSON

Transitioning from an employee to a supervisor is a significant and transformative journey in one’s professional career. Stepping into a management position brings myriad challenges and opportunities for growth as former peers become direct subordinates and the dynamics of workplace relationships undergo a profound shift.

This transitional phase requires individuals to navigate uncharted territory, balancing the fine line between approachability and professionalism while also mastering the art of effective delegation and conflict resolution. This week’s column provides tips for employees facing this new challenge. Here are eight suggestions:

1. Discuss the change with your team

Ease into your transition by taking some time to chat with your colleagues. Let them know that you are taking on a new role and share what your new responsibilities are. Use this as a time to explain how you plan to manage their work and help them set goals. Explain what your expectations are as a supervisor and that you are available for support or advice as your team needs it.

2. Ask for feedback

Becoming a supervisor is a major change in your career. Asking for feedback from your team members can help you learn your strengths and weaknesses as a leader. If your company has additional supervisors, ask them to assess how you are doing as a leader. Getting this feedback can help you implement changes to your work style and continue doing what you excel at.

3. Seek advice from other leaders

If this is your first time working in a leadership position, see if you can meet with other management executives to get their advice. Offer to treat them to a coffee so that you can ask them important questions for your new position. Learn what their biggest struggles are as a leader, and what they wish they would have known when first taking on the position. Building your own support system is essential to your success in a new role.

4. Treat your team members equally

Before becoming a supervisor, you may have developed close relationships with some of your colleagues. As a supervisor, you need to ensure you are avoiding any favouritism based on these previous ties. Instead, see this as an opportunity for a fresh slate with each of your team members. Give everyone a fair chance to prove they have the skills to excel in their roles. When assigning work or giving performance reviews, you need to be as objective as possible. Rather than feeling inclined to give your friends more exciting tasks, make sure you are being an ethical and egalitarian leader.

5. Be respectful and professional

As a supervisor, you are responsible for creating a harmonious workplace. Instead of feeding into gossip, you need to ensure you are only saying respectful and kind things about your colleagues. It is up to you to set a good example for your team, making it important to be respectful and professional at all times. Make sure you are keeping what your colleagues tell you confidential, especially if they are expressing their concerns in confidence. Show your team members that you are a trustworthy and supportive leader.

6. Ask for training materials

When starting out in your new role, there is going to be a lot to learn. Make sure you are getting the training materials you need from your predecessor or human resources department. If you accept this role before your previous supervisor moves on, ask if they can do some hands-on training with you. This way, you feel prepared to fully take on your new leadership role.

7. Show your confidence

Taking on a new role can be a challenge, but it is also an exciting opportunity to advance your career. As you continue to become more comfortable as a leader, try to show your team that you are confident and capable of what you need to do. Walk into the room with a positive demeanour, greeting your team members and asking how they are doing. Be willing to give presentations and speak up during team meetings. This is the time to prove that you deserve your new role.

8. Set goals and expectations

Make sure you are setting clear goals and expectations for yourself along with your team. By regularly discussing targets you want to achieve with your team, you can ensure everyone is understanding what they need to do to help find success. When helping your team members set goals, use the SMART method. This means that each of their goals is specific, measurable, attainable, relevant and time-bound. By using this method, you can help people set better, more realistic goals.

• NB: Ian R Ferguson is a talent management and organisational development consultant, having completed graduate studies with regional and international universities. He has served organisations, both locally and globally, providing relevant solutions to their business growth and development issues. He may be contacted at tcconsultants@ coralwave.com.