Are you a new manager? There are a few things you can probably expect in your new role after being promoted, such as a new set of job duties, how to become the face of the organization, and setting clear objectives for employees. What you should not expect when becoming a new manager is immediate trust and respect from everyone on your team. Like with any new relationship, these must be earned over a period of time and can both easily be broken. With patience and perseverance, and by following our twelve tips below, you can start on the road to gaining the trust and respect you will need to become an effective leader: 

  • Assess your new situation. Take a step back from immediately implementing that laundry list of changes you have in mind and settle into your environment for a while instead. Get to know your team, how each person is motivated, and what processes are already in place. Even if you still go ahead with your changes, your team will appreciate that you took the time to take everything into consideration first.   
  • Listen. Do your employees have ideas on how to improve processes? Are they unhappy with a certain policy, or are they SO happy with a policy that you would alienate everyone by changing it? Are they having problems with coworkers or at home? Be a good listener; it will serve you well in gaining their trust and respect.  
  • Communicate. Keeping people in the dark will breed mistrust; communicating will do the opposite. Share your expectations. Keep people informed about changes that will affect them. Tell your employees when you are pleased, or not pleased, with their performance. People may not like the message but will appreciate your candor. 
  • Follow through with promises, even if it’s only a promise to find out whether or not a certain pen can be ordered. And only make promises you are sure you can keep.  
  • Be nice without being a pushover. Dealing with an employee who constantly tries to take advantage can be draining and might test your patience. Maintaining a level head while standing your ground will help build respect more than caving in and/or losing your cool when you have had to say, “No!” for the hundredth time.  
  • Deal with problems head-on. The longer you let problems languish, like an employee who consistently is late for work or misses deadlines, the less confidence you instill in other employees that you are capable of managing.  
  • Let people do their jobs. If you have competent employees who perform above or as expected, you don’t need to step in and micromanage them. Let them do what they’re good at, and learn from them. 
  • But still, be aware of what is going on. Whether one of your employees is experiencing a personal issue or two of your team members aren’t getting along so well, you should keep an ear to the ground so you can be proactive (or at least you won’t be blindsided).  
  • Admit mistakes. Everyone makes them; admitting to your own will prove your humanity. 
  • Do it yourself. Employees are more likely to respect you if you show them that you can, and will, do whatever it takes to get the job done, including getting your own hands dirty.  
  • Be a cheerleader. Encourage your employees to grow and learn in their positions. Reward successes, even if it’s just a handshake or a pat on the back. Exude positivity. 
  • Respect others by being on-time for appointments, not interrupting during conversations, and giving people space when they need it (personally and professionally).    

Gaining your employees’ trust and respect are two very important ingredients in making you a successful manager.  With those ingredients, motivating your team, implementing processes, and meeting your goals will be easier to achieve and make your job as a manager easier in the long run.