Navigating the Transition from Worker to Manager: A Guide for Leaders

Recently, I promoted an employee to a management position, yet they struggle to understand the role and responsibilities of a manager. They often complain about taking long hours on certain days and are adamant about having every holiday off, regardless of the holiday, while continuously failing to grasp the essence of their new role. It's a common issue, and I'll offer some suggestions to help both the manager and the organization.

Understanding the Role Transition

When an employee is promoted from a familiar role to a managerial position, it's often assumed that their previous success in their job validates their ability to manage. However, being a manager comes with entirely different responsibilities, requiring a leadership approach and the ability to set standards for their team. This shift in focus is critical to understand and embrace.

Communication and Clear Expectations

The first step is to have a thorough conversation with the new manager to explain the nature of their new role. Emphasize that managing is not just an extension of the previous job but a completely different profession. Define the role, responsibilities, and new expectations clearly. Discuss the importance of being a leader, setting goals, handling conflicts, and leading by example.

Providing Training and Support

Training is crucial for a smooth transition. Many organizations offer online training programs specifically designed for new managers. Utilizing these resources can help clarify the expectations and responsibilities. Training might include topics such as communication skills, conflict resolution, setting goals, managing teams, and leadership styles. Investing in training is a cost-effective and successful approach to ensure the new manager is well-prepared.

Addressing Unhappiness in Management

If the manager is unhappy in their new role, it can significantly impact not only their own performance but also the team's morale. Their dissatisfaction can lead to a lack of respect and engagement from their team members. If the individual is unwilling to adapt to the new responsibilities, it might be necessary to consider a role adjustment. Have an open conversation and possibly explore the possibility of returning them to their previous position if it is feasible.

Consider the Overall Balance

One common issue is that the new manager may be focusing on the negative aspects of their new role, such as longer working hours and less time off, while overlooking the benefits, such as increased responsibility and recognition. It's essential to help them see the overall balance between the two jobs. Point out that while some adjustments might be needed, the overall package as a manager often comes with more rewards, not less.

Outlining Consequences and Encouragement

If the manager continues to show dissatisfaction and poor performance, it will likely come up in performance reviews. Clearly outline the potential consequences of continued unhappiness and underperformance. Encourage the employee to reassess their position and consider whether they are genuinely suited for the managerial role. Provide ongoing support and guidance to help them acclimate to their new responsibilities.

Personal Experience

From my own experience, I transitioned from an industrial engineering position in a heavy industry plant to an hourly operator job in a generating station. While the hourly job came with its own challenges, I eventually moved to a supervisor position where I could regain my working freedom. This transition was smooth because I was well-prepared and willing to adapt. I encourage the new manager to approach the transition with the same mindset.

In conclusion, promoting an employee to a managerial role requires a careful and detailed approach to manage the transition effectively. Providing clear expectations, training, and ongoing support are key to ensuring the new manager thrives in their new role.