I was promoted to supervisor after 18 months, supervising people in the role I used to have.

10 Comments

1. AnonymousSeptember 18,2021 at 3:04PM UTC

   You took the Supervisor role because you knew you could do it and do it well.

   No one likes conflict and no one wants confrontation. So being an introvert just means you avoid these issues a bit more. Not at all a reason to leave a role you have a lot to offer for.

   Divide and conquer your tasks. Lead by pushing for additional resources to complete your transition. You must fill this role completely so tie the need for resources to your success as Supervisor. Your team obviously required more coaching and training to get inline to your success matrix so you'll need to focus on that foremost and not your old obligations.

   Prioritize your work and push hard to solve the issues if time and resources. This is as much a part of your new role as the hands in management is.

   Finally, realize some of what you're feeling is overwhelm. It's a new role (one your are more than capable of hitting out of the park) requiring you to step well outside your comfort zone. This is stressful, especially during a time of transition. So I suggest you speak with your boss about trying to avoid burnout and really wanting to get things on track with your new role. Brainstorm some ideas for solutions in resources and work towards that worlk-life balance before bailing out if a job that may not be permanently uncomfortable. Give it a solid try.

2. Stephanie Mansueto, Corporate Recruiter & Job Hunting CoachSeptember 18,2021 at 5:05PM UTC

   You were given this promotion for a reason so don't back down now. Transitions are always difficult in the beginning, so what you're experiencing is typical although I understand it may be more challenging as an introvert. As a new manager, you'll need to work on your group speaking skills if you're nervous or uncomfortable and you may want to take a course or training on constructive conflict and how to manage that in the workplace, but also leverage the communication approach that is an advantage to introverts - they do better one-on-one.

   I recommend having a team meeting where you explicitly state your expectations for performance and processes and let the team know how your management approach may differ from the previous manager. This way everyone that is in the same room/meeting is hearing the same thing. In that same meeting, invite questions and then at your next one-on-one with each of your reports, ask them if they have any questions about your expectations and put together a plan for those that may be struggling.

   Often times, with transitions of staff that were promoted internally, they jump into the job without reflecting on how they want to manage things differently and then skip the step where they talk to their team about their expectations. This is very important and allows everyone including yourself to reflect, reset, and then adapt.
   You got this! Good luck!

3. Theresa BlackburnSeptember 18,2021 at 5:39PM UTC

   Transitions are challenging. It sounds like this is your first management job. Congratulations! You have left your comfort zone which is difficult but important for your career.

   I think that Stephanie Mansueto's advice about meeting one on one with your team members is key. As an introvert, you can gain more enjoyment from these small meetings and also take time to build relationships with each employee.

   You mentioned that you don't have work life balance right now. I understand that transitions usually require longer hours of work. At the same time, you are role model now for your team. Some or all of your team members may be concerned that you expect them to emulate you with your long work hours. You mention that all your team members are females aged 35 and up. I wonder how many of your team members are mothers? Your 35 year old, for example, may be the mother of a baby or a small child who is not yet vaccinated. The pandemic is a stressful time for all. Mothers are especially stressed -- they are worrying that their unvaccinated kids are vulnerable to COVID and might catch it in daycare or at school. Also, mothers are worried about how the pandemic is affecting the mental health of their children. For example, many teens became sad and even depressed during a year of virtual school. Thus, mothers of teens may be just as stressed as mothers of younger children.

   I would talk to your employees about work-life balance. I would also consider cutting back on your hours and telling your employees that you value work-life balance. If your team realizes you have some understanding and respect for their unique pandemic challenges, they will likely be more cooperative in following your directives. Best of luck!

4. Joanne RosenSeptember 18,2021 at 6:47PM UTC

   Feedback loops!
   "Hey, team, I'm hoping you can help me. I'm going through the manual and seeing things that may have been overlooked or someone has found a better way to do it. What I'd really like is one-on-one chats with all of you so we can do a SWOT analysis to find ways to make our department the best! I'm looking for your feedback so I can take it to higher levels and show them what an amazing team we are."

   Yes, you are going to be busier for awhile as you transition but creating a TEAM culture is the best thing you can do. No staff reprimands at this point. Just questions: Why do you do it that way? Does it save time? How can we improve?

   Cheers
   Joanne

5. AnonymousSeptember 19,2021 at 2:30PM UTC

   From what you’ve written, if I was on your team, I’d be apprehensive. Here’s why - it sounds like it is all about you, the manager.

   If you can pull it off, I’d re-approach the team with a plan to get them involved with your vision. Put a goal to paper - describing the target culture, etc., and ask for input on the path to that future state. Determine action plans, and have different teams lead those efforts. It will take longer, but you will retain team expertise, and develop some loyalty.

6. AnonymousSeptember 20,2021 at 6:48PM UTC

   What makes you apprehensive in what I described?
   That I'm holding employees accountable? That I'm overworked? That I have high expectations?
   I am open to criticism just trying to understand what you meant when you alluded to me making it about me. My post wasn't about team building.

7. AnonymousSeptember 20,2021 at 10:45PM UTC

   It’s clear that you don’t see your post as about team building, or the lack thereof. It’s heavy on I’m managing the team now and I’m going to clean things up.

   There are times where the best way to get it done is to acknowledge that your new team has ideas, inputs, and valuable experiences, and you can’t do it without them. If you approach it that way, you may find the people you need are right in front of you. Or, you can spend a lot of time training new people.

8. AnonymousSeptember 19,2021 at 5:07PM UTC

   I may not give the answer ou're looking for, but as someone who had introvert bosses for over 20 years, it can be miserable. Mgmt is mostly about interpersonal things and it's tough. Anyone can tally stats and those sorts of things; it's the interpersonal stuff that they need managers for. And that's why managers generally get the offic,e the title and more money. If i could've done those things then *I* would have had the office, the title and the higher salary, but i didn't get those things. That's the trade off and you've said yes. If you can get your bosses to let you step back down by letting them know this is not a good fit for you, I would do that. If that's not possible then I would do 2 things: read up on mgmt skills, talk to HR for help, sign up for courses you find online AND look for other jobs at other places that are not mgmt or mgmt-leading positions. And talk to your downline, maybe 1 on 1 and ask them to 'manage up.' As much as mgmt is about interpersonal things, one of the keys to managing is to focus on the work and only the work. "task x is not getting done, how can I help you to make sure task X gets done?' Don't make it about personalities or 'fairness' or anything emotional. It's always about the work. Document everything. Good luck.

9. AnonymousSeptember 20,2021 at 3:16AM UTC

   Growth is hard, uncomfortable and even scary. Stepping up and really testing yourself frightens everyone. So that is not unique to introverts.

   Real growth is always the most intimidating. That's when you know you're going to change fir the better.

10. AnonymousSeptember 22,2021 at 1:48AM UTC

    Rosalind Gathers
    09/21/21 at 9:48PM EDT

    The feedback has been great. Some jobs have metrics that are non negotiable and it's hard to communicate in a post in a way that people used to a more open environment can grasp. I feel better about where I am in this journey and accept that I am a work in progress