Getting a promotion that involves managing people for the first time is a milestone in anyone’s career. It is a sign that your employer values your performance and skills and trusts you to lead projects and colleagues. This transition can also be a challenging and stressful experience – you may need to relearn what it means to do a “good” job.
It is somewhat paradoxical that employees generally get promoted into managerial roles based on strong performance in non-managerial tasks. While you may have succeeded so far on your expertise and technical abilities, managerial roles call for a different set of skills. You will have to learn to prioritise and allocate work to make sure projects are completed on time, monitor your team’s performance, motivate the people you supervise and manage conflict.
A good manager gives feedback often, not just during annual reviews.
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As a manager, you form impressions and assess others continuously, and you will need to actively work to leave your biases at the (virtual) office door. If you are a woman or an ethnic minority, you also need to consider how your identity shapes your experience as a manager. Our societal ideals of leadership are still constrained by the “think manager-think male” phenomenon – the qualities we associate with managers are more commonly ascribed to men. Others might question your managerial credibility because of your gender, race, class or age.
It should not be only your responsibility to fend off entrenched biases. If your employer is genuinely committed to diversity and inclusion, ask how they support underrepresented employees taking on managerial roles.
4. Get the support you need
Taking on extra responsibilities and managing people can be stressful – there is always a degree of discomfort in professional growth. Formal management training can be useful, and on-the-job experience even more so. But your growth as a manager will also be helped if you can learn from others who have been in your shoes.
Managers with thriving careers cultivate a wide range of developmental relationships. Trusted mentors, coaches, line managers, peers or career sponsors can act as a sounding board, provide advice and different perspectives, validate and challenge you at the same time, and open doors for additional opportunities. Nobody travels this road alone, and neither should you.
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