{"id":9099,"date":"2022-03-14T11:18:05","date_gmt":"2022-03-14T16:18:05","guid":{"rendered":"https:\/\/www.managementcenter.org\/?post_type=resources&#038;p=9099"},"modified":"2025-08-28T21:00:43","modified_gmt":"2025-08-28T21:00:43","slug":"frequently-asked-questions-newly-promoted-managers","status":"publish","type":"resources","link":"https:\/\/www.managementcenter.org\/resources\/frequently-asked-questions-newly-promoted-managers\/","title":{"rendered":"Frequently Asked Questions for Newly Promoted Managers"},"content":{"rendered":"\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.managementcenter.org\/resources\/frequently-asked-questions-newly-promoted-managers\/#formerpeers\">In my new role, I\u2019m managing people who used to be my peers. What should I do to ease this transition?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.managementcenter.org\/resources\/frequently-asked-questions-newly-promoted-managers\/#uncertainty\">There\u2019s been so much change and upheaval lately and everyone is exhausted. As the new manager, what\u2019s the most important thing I can do for and with my team when things have been chaotic and uncertain?<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.managementcenter.org\/resources\/frequently-asked-questions-newly-promoted-managers\/#remote\">What tips do you have for building a new staff-manager relationship remotely?<\/a><\/li>\n<\/ul>\n\n\n\n<p class=\"has-medium-font-size\"><em><strong>Learn how to activate your team\u2019s full potential<\/strong> by enrolling in our <\/em><a href=\"https:\/\/www.managementcenter.org\/bundle\/?Course=Build%20Your%20Package&amp;Type=Component_Ace%20Performance%20Management&amp;templateid=136\" target=\"_blank\" rel=\"noreferrer noopener\">Ace Performance Management<\/a> <em>training package! Gain the confidence and strategies you need to develop your team\u2019s skills, distinguish growth areas from performance problems, give better feedback, and create great team culture. Grab your spot today!<\/em><\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"formerpeers\">In my new role, I\u2019m managing people who used to be my peers. What should I do to ease this transition?<\/h3>\n\n\n\n<p>This transition can be awkward, but it doesn\u2019t have to be painful.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Acknowledge the shift.<\/h4>\n\n\n\n<p>In your first check-in with a new direct report, you might say, \u201cI want to acknowledge that we\u2019ll be relating differently than we did as peers. I\u2019m looking forward to supporting you in new ways. I&#8217;ve done some thinking and also want to hear from you: what does support from your manager look like?\u201d Then, co-define success in your working relationship. You can also ask, \u201cWhat are you most excited about in our new working relationship and what are you nervous about?\u201d Share your thoughts, too.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Get to know each other with a new lens.<\/h4>\n\n\n\n<p>Assume there&#8217;s stuff about each other that you don&#8217;t already know, even if (especially!) they were your main collaborator or go-to work friend. Take time to understand each other&#8217;s roles and invest in <a href=\"https:\/\/www.managementcenter.org\/resources\/four-elements-strong-relationships-managers-guide-relationship-building\/\" target=\"_blank\" rel=\"noopener\">relationship-building<\/a>. Ask what they like\/dislike about the work and find out where they imagine themselves in a couple years.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Examine choice points.<\/h4>\n\n\n\n<p>One of the places bias can creep in is around your personal relationships with people you manage. So, examine your <a href=\"https:\/\/www.managementcenter.org\/resources\/using-choice-points-to-advance-racial-equity-and-inclusion\/\" target=\"_blank\" rel=\"noreferrer noopener\">choice points<\/a>. Which members of your team do you know better or interact with more? Who do you see outside of work or connect with on social media? Are you more (or less) likely to give feedback to people you know well\u2014or offer leeway when you know more about challenges in their home\/personal life? What about the staff you don\u2019t know as well? Your relationships don\u2019t need to look the same across the board, but you should: 1) spot for impacts if there are major differences (e.g., you are close personal friends with one staff member and have a strictly professional relationship with another); 2) set or redraw boundaries with staff that you have personal relationships with; and 3) invest in making genuine connections with all members of your team (even if they don\u2019t go beyond the workplace).<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">If you\u2019re feeling anxious, consider the root.<\/h4>\n\n\n\n<p>Is there real resistance coming from staff? Are you feeling some (totally normal) imposter syndrome? Either way, don&#8217;t project your anxieties onto staff. One manager we know felt certain a close colleague would resent the new dynamic, especially because they took over during a performance improvement plan\u2014something they didn\u2019t know about when they were peers. After a check-in to acknowledge the shift and discuss their new relationship, the staff member expressed earnest desire for candid feedback and mentorship from their new manager. The trust they had as peers created a stronger foundation for the new relationship\u2014and an a-ha moment for the manager who realized they needed to let go of the story they had in their head (\u201cthis is going to be tough\u201d) and trust the staff member (and themselves) more.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"uncertainty\">There\u2019s been so much change and upheaval lately and everyone is exhausted. As the new manager, what\u2019s the most important thing I can do for and with my team when things have been chaotic and uncertain?<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Acknowledge uncertainty.<\/h4>\n\n\n\n<p>Use team meetings and check-ins to <a href=\"https:\/\/www.managementcenter.org\/resources\/weaving-it-all-together-how-to-talk-about-moving-forward\/\" target=\"_blank\" rel=\"noopener\">talk about change and uncertainty<\/a>. Make space for people to say how they\u2019re experiencing things. Where you have info to share about organizational changes, give as much context as possible and share the why. Let your team know when you think things might stabilize and involve staff in scenario planning to mitigate feelings of helplessness.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Hold steady.<\/h4>\n\n\n\n<p>Amidst change\/uncertainty, invest in consistency and stability where you can. Maintain the traditions that matter most to your team, whether it\u2019s an annual event that brings members together or Friday get-togethers as a team. Hold regular check-ins (even if you decide to shorten them). Lift up the areas where you all have a good handle on things, name bright spots, and celebrate wins. This can help balance areas where they\u2019re pushing big rocks up a hill.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Reground and reprioritize.<\/h4>\n\n\n\n<p>In times of crisis or uncertainty, having something to work toward helps us stay focused and aligned in ways that can be empowering. So, don\u2019t shy away from goal-setting, asks, or assignments. Guide your team to reconnect with a sense of <a href=\"https:\/\/www.managementcenter.org\/resources\/managing-towards-resilience-results-create-pac\/\" target=\"_blank\" rel=\"noopener\">purpose<\/a> and transform those intentions into concrete plans. When <a href=\"https:\/\/www.managementcenter.org\/resources\/five-tips-for-goal-setting-in-chaos\/\" target=\"_blank\" rel=\"noopener\">setting goals in chaos<\/a>, it helps to choose a North Star to orient around and leave lots of room in the suitcase.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Protect space for personal connection.<\/h4>\n\n\n\n<p>Find ways to celebrate wins and have fun as a team. Acknowledge bright spots and make room for people to share (as much or as little as they want) when things feel hard.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"remote\">What tips do you have for building a new staff-manager relationship remotely?<\/h3>\n\n\n\n<p>While remote\/hybrid work is certainly different, don\u2019t overthink it. First, ask yourself: What would I do if we were in-person? How can we do it virtually? If you would go for coffee or lunch, schedule a virtual coffee\/lunch one-on-one and send your staff member a gift card for takeout or groceries. If you would chat in the break room about life and work, start a #watercooler channel on Slack and set the tone with updates, funnies, and good news. If you would invite staff to pop into your office with questions, schedule Zoom office hours or set your status to \u201cavailable\u201d on Slack or Gchat when your door is open. Ask them about their communication preferences and share yours.<\/p>\n\n\n\n<p>When it comes to managing the work, it might be harder to observe staff in action or train someone. So, set aside time each week to plan how you\u2019ll stay engaged. Ask staff to share more slices of early work, and use check-ins to ask <a href=\"https:\/\/www.managementcenter.org\/resources\/probing-questions-get-beneath-surface\/\" target=\"_blank\" rel=\"noopener\">probing questions<\/a> that give you a real picture of the work. Schedule Zoom coworking sessions for connection and collaboration, and hop on video for \u201cI do\/we do\u201d moments to model a new skill.<\/p>\n\n\n\n<p>If managing remotely is new to you, read more <a href=\"https:\/\/www.managementcenter.org\/article\/5-tips-for-switching-to-remote-management\/\" target=\"_blank\" rel=\"noopener\">tips on switching to remote management<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>How do I manage my former peers? How do I manage when things are uncertain? Here are some of the most common questions we hear from newly promoted managers.<\/p>\n","protected":false},"author":14,"featured_media":10397,"template":"","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"tags":[],"resource_types":[48],"topic":[46],"collection":[67],"class_list":["post-9099","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource_types-article-publication","topic-other-topics","collection-new-managers"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.0 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Frequently Asked Questions for Newly Promoted Managers - The Management Center<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.managementcenter.org\/resources\/frequently-asked-questions-newly-promoted-managers\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Frequently Asked Questions for Newly Promoted Managers - The Management Center\" \/>\n<meta property=\"og:description\" content=\"How do I manage my former peers? 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