There is nothing trickier than trying to fit a new leader into an already existing team!
Unfortunately, it doesn’t even matter if you promote from within, there are growing pains as the team adjusts to a new management style, new goals and new expectations.
How do you deal with employee complaints about a new manager? How do you support your new leader in their new position? How do you help them through the growing pains?
As with so many things in business, it’s all about the right kind of communication – with your new hire and with your team. Here are three tips:
Talk to Your Team
New Management Makes People Nervous.
Talk to your team openly about why you hired the person you did, what they’ll bring to the team and how they can help their newly hired manager get settled and be successful — it’s always better when the ships can rise together.
Don’t Run to Your New Hire with Complaints
There is no way to avoid the fact that there are going to be at least a few growing pains as the new manager gets adjusted to the day-to-day responsibilities of their new position. When members of your team come to you with complaints, take them seriously, ask for examples and keep track of those issues. You’ll find out that a majority of the time, it’s just a matter of employees getting used to the new way things work, but you don’t want to lose good employees in the process. However, unless it’s an urgent situation or problem that needs corrected, don’t immediately run to your new hire with the issues. Taking the complaints directly to your new manager will undermine their confidence in their new position and can negatively impact their performance. Once the dust has settled, go back to those complaints to start a conversation with the new leader about how things could be improved.
Don’t Undermine Progress
As new management works out the kinks with the team and starts to implement their normal way of doing business, you have to learn to let go of the reigns and let the pieces fall into place. Many times this was a position that you’ve previously filled, so it can be difficult to step away. Just know that you have to create that separation and all parties will benefit from it. Be sure your employees understand that you hired the new leader because you trust their abilities and you’re ready for them to take the reins.