Newsletter – Managing Former Peers: The Do’s and Don’ts

January 22, 2018

Managing Former Peers: The Do’s and Don’ts 

Do's and Don'tsThe good news: you’ve just received a promotion; the bad news:  you’ve left close friends behind. This awkward position is so common that if you poll executives, 90% of them will confess that they have managed former peers.

What works in this situation is not to simply carry on as if nothing has happened, a tactic that many managers endorse out of fear of saying the wrong thing or of offending a friend. Unfortunately, this is one of those situations where you have to step up into your new role and act like a leader.

What Should You Do?

DO: DON’T:
Talk to people individually. Ignore the issue.
Set goals and expectations

Ask:  how can I help you be more successful?

 Deal with people’s disappointment in a group setting.
Assure anyone left behind that you value their contribution. Ignore individual goals and concerns.
Ask everyone for help. Go it alone.
Distance yourself from friends. Continue to socialize with friends but not other members of the team.
Treat everyone consistently and fairly. Play favorites.
Ignore passive-aggressive behavior. Insist issues be shared directly with you or other relevant team members.
Keep personnel matters confidential. Gossip or talk to your former friends about certain team members.
Establish your authority in a small way. Make large changes overnight.

 

 Did You Know

Our management and leadership classes deal with making the transition from peer to manager/leader.

Call or write us at: 303-216-1020 or Lynne@workplacesthatwork.com

Learn more about our training offerings and check out our team members at:
 

Read Lynne’s book “The Power of a Good Fight” and learn to embrace conflict to drive productivity, creativity and innovation.

The Power of a Good Fight
Workplaces That Work | (303) 216-1020 | lynne@workplacesthatwork.com
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