Staff Transition to Management: Part II

Posted: Aug 7, 2018
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Continuing from Staff Transition to Management: Part I, Cheryl Latta, DoveLewis Human Resources Manager, reviews common difficulties that new managers face and tips for making the most of your new promotion.

 

Making the transition to management can be extremely difficult. It’s hard enough to establish boundaries with co-workers that used to be your friends, let alone learning a brand new job. To make matters more confusing, you may only be responsible for part of a clinic. This can make it unclear who reports to who, causing additional miscommunications. What happened to promotions that used to be exciting?

Moving into a management title will undoubtingly bring new challenges to your job, but it will also incorporate new areas for growth. Gaining responsibility for other staff members will prove that you really know your stuff, and allow you to share your knowledge with your team. Here are my tips for taking on your new position as manager.

 

Be united.

When there are multiple managers, it is important to make sure that decisions are communicated cohesively. Incorporating all staff meetings, regular communication methods like newsletters or community boards, and open door policies promote effective communication throughout the entire hospital. When management is not on the same page, big decisions can be confusing and misleading to other staff members. It can also cause turmoil between managers if there are major disagreements that aren’t being addressed.

 

Clarify who reports to who.

In a clinic with multiple managers, leads, and supervisors, it's incredibly important to solidify who reports to who. This means that every staff member will know exactly who to go to with questions about their hours, HR concerns, or even just someone to talk to. Especially in large clinics with multiple departments, this is crucial for ensuring effective management and communication. A simple way to do this is by creating an organizational chart that is available to all staff members, and making sure to update as needed when changes occur.

 

Promote accountability.

Ensure that each staff member knows their job description, and what they are responsible for each day at work. Everyone wants to feel successful, and setting clear expectations can help employees work through their day without confusion. Also, by setting long and short term goals, management can ensure that staff members are holding themselves accountable. When staff members know the goals they are working towards, they will be feel more empowered and responsible on a day to day basis.

 

Be yourself.

You earned this position! Don’t forget that the transition to management shouldn’t make you change who you are. Set your own goals, and don’t forget that mistakes can be a learning experience.