promotion at expense of your colleagues

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You have been promoted to a new management role, while some of your new employees were candidates to this role and feel like they are much better than you. How are you going to build their motivation and trust under your leadership

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4 Answers

Guest

Interesting question. I feel that being honest and effective is probably the best way to start. Learning from the hiring manager who might bear a grudge would allow for additional sensitivity in what could be a delicate situation as some employees or reports may have a difficult time to overcome being passed over. You can talk it over, involve them in decisions and get their perspective. Focus on the work and try to earn their respect.

08/31/2010

Guest

I would gather them and ensure that they are part of a team and that we are all equal inside the circle. Outside is a different issue as I would be responsible for the actions taken in within this team and I would try to get the members of the team to give me solutions to the problems that I can then decide if we implement or not. In fact, its allways better to have resources that are better than you in their specialties.... The Team Leader, controls the full spectre while each Team Mamber gives their contribution. Motivation comes when they see that their actions are well discussed in the team and implemented...and in the end, if you have a cold duck, you replace him before he can pollute the rest of the team!

08/31/2010

Guest

The approach that has worked best for me in the past is to sit down with the candidate or candidates (individually) and explain it like this: "I know that you were also a candidate for this position, which tells me you are outstanding at what you do. Because you are - if you are up to it - I plan to give you more responsibility than someone in your position normally would. This will not only help the team get more accomplished, but will give you a chance to develop your skills, making you a better candidate next time a management position opens."
When I've been in this situation, several of the candidates were later promoted. Of the remainder, some resigned within a few months but none disrupted the team.

08/31/2010

Gadi Berqowitz

Sit down with your team mate and let him / her know your expectations regarding his / her role on the team.

From here there are two options:
1. he / she accept this with no exceptions.
2. he / she don't accept this and will have to leave the team.

09/01/2010

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