Coming into a new management role, the first three months are crucial. How you assert yourself within the role and how you establish the relationships with those whom you are managing can be crucial to your success or failure at leading the team and the projects that lie ahead...

1. Management: Dealing with Conflict in the Workplace

2. Management roles are made up of a wide range of responsibilities,
with one of the most crucial being ensuring that teams are working
effectively.

3. If managed well, a team can add value to an organisation by
drawing upon the ideas and the input of all its members, working
together collaboratively. In any team environment conflicts can
arise; how a manager responds can be vital to resolving the
situation and restoring the team to its normal level of
effectiveness.

5. Think Strategically

7. As a manager in a new working environment, there can be an urge
to implement big changes to existing routines and working
methods; this is common as a new manager is often casting a
fresh pair of eyes over the existing environment.

8. It is important to tread carefully in the very early stages and to be
mindful of implementing a big change that could prove
controversial.

9. It may be more appropriate to implement any changes in week
three or four, as opposed to week one. This way you can get a
good understanding of the team you are managing and the
systems in place, better informing any changes you do introduce.

10. Listen

11. When joining a new team as a Manager, you can learn a great deal
by listening to your employees, often they will have a feel for all of
the processes and systems in place: what is working and what is
not working.

12. You won’t necessarily be able to act on every piece of feedback you
receive, but establishing a dialogue with your employees and
letting them know that as their manager you take their opinions
into account is a great way to gain their respect;

13. it is also a great way to learn more about the existing culture and
dynamic within the team.

14. Don’t Compare

16. Avoid comparisons between your old workplace/team to your new
one. It is important to understand that in your new role you are
working with a new set of individuals and circumstances - and even
if you have moved within the same organisation – your position
has changed since your last job.

17. While it is a good idea to bring tried and tested methods from your
old role to your new one, you should accept that not everything
that worked there will necessarily work here.

18. Your new team will not necessarily perform or respond the same
as your old one, so don't put them in the position of feeling that
they have to live up to your old team or outperform them.

19. Two-Way Communication is Key

20. At the earliest possible chance, get to know your team. If
appropriate, meet with your team members individually.

21. This doesn’t have to be an extensive meeting, just a chance for
employees to get to meet you in person, and to open the channels
of communication for future conversations; letting your team
know that you are approachable.

22. Ask Questions

23. Coming into a new management role you cannot be expected to
know everything.

24. here are likely to be some things that you don’t know about the
organisation, its structures and processes - that those you are
leading do know.

25. As a new manager you should not be afraid to ask your team
questions and for their opinions when necessary, it shows that you
are only human, and also strengthens the open communication
that you are aiming to establish.

26. Don’t Take all the Credit

27. Giving credit where it is due is an essential part of management
and leadership.

28. Whether it is giving credit to your employees for their success in
implementing an idea of yours, or for an idea that they have
brought to the table, you should always ensure that those working
under you see that their contributions are valued.

29. Praising your team for their achievements from the start is a great
way to ensure that they work harder and perform consistently in
the longer term.

30. Connect
For more tips on professional development and to see all of our latest opportunities,
connect with the InterQuest Group
InterQuest Group plc is an award-winning, specialist recruitment organisation
providing contract and permanent services within niche disciplines globally.
The Group is divided into specialist businesses, with each one aligned to one of the
following market sectors, Finance, Retail, Public Sector, Not for Profit or in an area of
technology such as testing, analytics, ERP or digital. These are augmented by other
businesses specialising in services which span the various vertical niches - such as
recruitment outsourcing or executive search and selection.
As specialists in contract, permanent IT and analytics recruitment, the InterQuest
Group trades as distinctly branded, individual, specialist recruitment businesses.