The promotion from an employee to a leader marks a new stage of career development. This stage has new requirements for professionals, who need to reorganize their working methods and rhythms. So, how to treat old colleagues after promotion? I hope the following suggestions can help you.
1. Be modest and don't put on airs
After your promotion, your colleagues are very sensitive, will secretly notice your every move, and will be particularly picky. Therefore, after promotion, we should be modest and prudent. We should not show superiority. In our work, we should use less orders and more deliberative tone. Is it better if we do this: we should also try our best to be humble and warm in life, not deliberately keep distance, and show our leadership power.
In the conversation, you should also be careful to let former colleagues feel that you are still one of them after your promotion. Colleagues will not underestimate you for this reason, but will also admire you and accept your leadership willingly. Only in this way can your work be carried out smoothly with their support
2. Be fair, treat equally and solve thorny problems with Bopingrui level management.
Promotion means that you become a leader and your colleagues become subordinates. This is the change of roles and relationships. From the day when he took office, he should not treat his subordinates differently based on his likes and dislikes, but must treat them from the perspective of the whole department, and deploy them based on the principle of fairness and justice and the principle of giving full play to his talents. Assign work so that everyone has better performance opportunities and the department can work more efficiently.
3. Overcome hardness with softness, exchange heart with heart
For your promotion, there will inevitably be people who envy you because of psychological imbalance among your colleagues. This is your hidden danger. You must carefully remove this bomb that may explode at any time, and never let him cause harm to you. For a colleague who is jealous of you, it is better not to confront him head-on to avoid hurting his sensitive self-esteem. On the one hand, we should be more sincere. More respectful attitude and harmonious coexistence; On the other hand, we should fully show our strength in our work and convince him with our strength.
When you try your best to plan a good plan, or lead your subordinates to strive hard and achieve impressive results, someone tries to take the credit for themselves. At this time, it is not appropriate to expose and scold him face to face. If you handle it skillfully, the effect will be better.
4. Be polite before you attack, and gently prompt the other party
Try to clarify the facts without making face-to-face contact with the other party, such as making a phone call. send message. Email is OK. The main purpose of the letter is to gently remind the other party how the ideas that I put forward at first have evolved into the joyful appearance today. In the appropriate place in the letter, you can write the relevant date. The title can quote any existing written evidence. At the end of the letter, I would like to suggest a face-to-face discussion, which is another warning to the other party, telling him that the credit is not his. If the other party thinks that people have forgotten that the credit belongs to you, so they want to take the credit to themselves, then this solution must be effective.
5. Praise the person who takes your credit, and then reiterate that the credit is your own
When communicating, you should greatly appreciate this colleague's unique talents and insights. If you focus on the positive side of things, he is also trying to do the most beautiful work, and has a unique view of what to do may help you solve this potentially difficult problem. When you think this method is suitable for your application, you should act early. If you wait for him to spread your ideas, it will be much more difficult.
6. Whether colleagues can become friends
It is necessary to make friends with colleagues. We spend most of our time with our colleagues and seldom have the opportunity to make friends with people other than our colleagues. If you don't make friends with your colleagues, you will not be able to talk about your troubles in time, and you will not be able to deal with the pressure in time. However, there is often a relationship of cooperation and competition between colleagues and friends, and many times there will be conflicts of interest. Therefore, it needs certain skills to handle the relationship with colleagues and friends.
7. Keep distance properly
The company is a place full of obvious competition and conflicts of interest, and there are too many factors that affect and interfere with the relationship between people. In this case, it is necessary to have a sense of distance when making friends with colleagues. You can appropriately talk about some general personal matters to deepen the understanding between colleagues, but do not involve personal privacy, let alone shallow words. Try not to complain about the unit in front of colleagues, and blame leaders and colleagues.
How to be a good leader and how to deal with the relationship with former colleagues:
1、 Change mentality and treat every employee fairly
How should new leaders deal with the relationship with their former colleagues? On the surface, it is a problem of workplace relations, but in fact, it is a problem of mentality. You need to change your mentality before you can deal with workplace relations. Turn employees' mentality into managers' mentality
The new leader is a manager. It is unnecessary for him to maintain a good workplace relationship with every former colleague. What he needs to do is how to improve the team performance and maintain the efficient operation of the team. What you need to solve is something, not someone. In fact, the more you show no confidence, the more you will affect your management of the team.
2、 The new leaders have a special position, and the function of connecting the preceding and the following should be played well
You need to prove to your boss that you are right to be promoted. The boss chooses to promote you from a large number of employees in order to see that you have more ability and management potential than others. But if you can't prove that your ability can match the leadership position, the boss's high expectations of you will become high disappointment. Therefore, during the initial period of promotion, you should first reassure the boss and prove that he is right to promote you.
The "three fires" of new officials are a common way for new leaders to establish authority. A good "three fires" can not only burn into the team, but also into the boss's heart. Therefore, it is particularly important to listen to the boss's opinions first. For example, what is the boss's future development plan for the company? What suggestions and ideas do you have for system reform? What are the requirements for performance? These are the management directions of new leaders. If you don't understand the boss's ideas and do things blindly, you will go astray to a large extent and cause management friction.
In short, it is necessary to show the team that working with you is promising. When you are first promoted, "why are you" will be the biggest question in the team's mind. As a leader, you need to let the team focus on you and make them feel that working with you is worthwhile. In fact, the biggest problem of many newly promoted leaders lies in their thinking. They have not adjusted their working ideas from the cognitive level of their roles.
