Fact is no one gives free advices. There should be a reason why the previous employee still shares suggestions with your employer. I believe, you need to make it clear that the faster you are able to perform things independently, the better it would be for the organization. Put the ball in the previous employee's court- I mean he/she definitely would have better things to focus on considering he/she has left the organization, mention the same to the previous employee, also mention that you would reach out for help if there is a need. Unless you explicitly say that you are independent and can handle things, people will continue to poke their nose in things that they shouldn't be.

This is a situation that must be managed with finesse. We are going to assume that the employee who held your position has no bad intent but (from having been in a very similar situation) what you must guard against is allowing back stories and acceptance of them to compromise decision making that then impacts your ability to do your best work. My former situation is not directly translatable but it might help. I took the position as ED of a small arts organization. One board member had been there for far too long. When I presented issues that were challenges, this individual always had an explanation. So if I mentioned something was a problem and this person made the comment that it had 'always been like that' then the rest of the board accepted the situation rather than exploring ways it could be improved. This did not threaten me in the least but it was a challenge. Don't ever badmouth this person, listen to the back stories but question where appropriate, always be able to defend your (differing) position with solid data/evidence, and be strategically diplomatic in your communications.

I think it’s understandable you’re feeling this way. Just remember the first few months of a new job always feel like you’re floundering and getting the hang of things. Over time you will become the new expert and they will learn to rely on you more.

Be intentional in how you speak and act. Set a standard for yourself and write it down. Determine ways you can hold yourself accountable for how you show up and act. At the end of the day, you only can control you. Step into that space and be confident in how you want to be seen and heard. Positive energy will flow from their!

Find comfort knowing that in a transition legacy information and perspective from those uniquely involved is helpful for things to move forward smoothly. You will earn your own role as things progress and the former employee's support is not as central to the day-to-day operations and becomes more supportive in nature. Take this time to learn your job and listen to the back stories for context. These stories are woven into the culture of a small, tightly knit group. The more you know, the faster you fit in.