Ask HR: How to Transition from Colleague to Manager

After my promotion to area manager, some of my previous colleagues will now report to me. How can I best adapt to supervising former co-workers and friends? —Glenda  

Congratulations on your promotion! Transitioning from peer to manager can be challenging, but it also presents a valuable opportunity for growth and learning. With the right approach, you can build a strong, positive dynamic with your former colleagues. Your awareness of this shift and your concern for handling it well are great first steps.

One advantage you have is familiarity. You know your team’s strengths, work styles, and preferences, which can help you more quickly find ways to support each team member. Begin by recognizing each person’s value and showing appreciation for their unique skills and contributions.

Next, set clear expectations. Let your team know that you’re committed to your role and that you take your new responsibilities seriously. At the same time, reassure everyone that you’re dedicated to fairness and equity, and that decisions won’t be influenced by friendships or personal relationships. A clear outline of your expectations and your approach to the role will help establish your credibility and show your team members they can count on your professionalism.

When providing feedback, be consistent and transparent to help your team feel valued and confident in your leadership. Balancing praise with constructive feedback is crucial, and your team will likely appreciate the time and attention you put into helping them grow, both as individuals and as a group.

Keep in mind that empathy is a powerful asset. Show interest in understanding your team members’ perspectives and stay open to their input. Listening to their insights and giving them space to share their thoughts freely will not only help you build trust but will also foster a supportive work environment. Your team will feel understood and appreciated, which is crucial for a healthy work environment.

Remember that building trust is a two-way street. Be transparent, and don’t shy away from admitting that you’re adjusting to a new role, too. Giving your team autonomy and respecting each person’s expertise demonstrates trust and lets them know they’re respected as professionals.

If possible, seek guidance from others who have navigated similar transitions, whether through HR resources, professional development workshops, or mentorship from seasoned leaders. A trusted mentor can provide insights and strategies to help you manage the balance between leadership and personal relationships.

Finally, stay authentic. Your team members already know you and will appreciate a genuine approach. Be open, honest, and approachable, and let them see that your goal is to support their—and the team’s—success. Balancing personal and professional relationships isn’t easy, but with empathy, transparency, and authenticity, you’ll create a solid foundation for your new leadership role. I wish you great success!