Employee to Manager: Key Considerations to Ensure a Smooth Transition

headache_number_crunchingManagement jobs are not for everyone.

They can involve at lot of stress, ceaseless scrutiny from senior management, and at times, be seemingly thankless. In fact, many skilled and highly talented employees simply don’t find the role of a manager to be a very attractive proposition. They choose to enjoy their occupational station at a lower rung on the company power ladder; thus, completely avoiding the myriad of daily challenges involved in management life.

Still, if you are an ambitious employee, and your background, skills, and education fit the role well, a position in management can be a rewarding challenge. The ultimate endurance test, management roles ultimately help you gradually grow into an industry leader position.

If you have someone within your organization that shows an interest in taking the leap into management consider yourself lucky. One of the top challenges reported by HR professionals is developing the next generation of corporate leaders. So, how do responsible companies groom employees interested in manager roles? 


4 Tips to Ensure a Successful Transition

Companies that fail to take the four basic steps below might unwittingly derail the success of their new employee-turned-manager. It’s important for budding managers to discuss these or other issues with their employer before they fully embrace the added responsibilities and pressures of a role in management.

  • Checking in regularly to make sure the new manager enjoys the added responsibilities
  • Providing an in-house or subcontracted mentor to usher the manager through the complexities of his or her new role
  • Offer to help the new manager with any unforeseen difficulties
  • Invest in any training that might be necessary for the new manager to succeed


Key Considerations for Employees Turned Managers


Employees eager to earn more pay and garner more esteem in a company will need to proactively consider these six key considerations to help decrease potential problems with the move from employee to manager:

  1. Previous personal relationships with fellow employees must now be restructured to reflect the new chain of command
  2. The company might need to advance your skill sets. For example, if you will now be solely accountable for the department’s monthly P&L figures, you might need the organization to set up some additional accounting training
  3. Hold one-on-one discussions with team members to address any strong feelings they may have about your new role (including jealousy from those who may have sought the position)
  4. Previous “harmless gossip” must cease entirely, so you are perceived as professional and impartial
  5. Avoid letting previous relationships with coworkers cloud your judgment as a manager
  6. Make sure your former peers and teammates understand how your new responsibilities are measured and evaluated to help them understand why you now act differently around them

Although these steps can help ensure that the transition from employee to manager is skillfully negotiated, a collaborative attitude and positive demeanor will go a long way toward eliciting the help of your colleagues above and below you in the corporate hierarchy. Company assistance and staff cooperation are the key factors in your success or failure as a new manager.


Amy Blackburn is a writer for Stoner Bunting Gift Cards, a nationwide leader in employee recognition gift card programs based in Lancaster, Pennsylvania. With 10 years of experience in sales and marketing, Amy joined Stoner Bunting as an Account Executive. Beginning her career in the design field with a degree from the Savannah College of Art and Design, she moved into the world of retail and e-commerce, having worked with retailers such as Target, Bass Pro Shops and Amazon. Amy stresses the importance of relationships with clients as the key to continued success.

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