AboutAlice Bogert Expertise Today's workplace is filled with many issues that impact employee performance and add to workplace stress. I have many years experience supervising employees and can field questions for both management staff and non-management staff related to employee conflicts, employee-boss issues, time management, negotiation skills, preparing employee performance evaluations, developing resources, generation X and Y issues, and cultural diversity.
Experience I am a retired law enforcement officer, and I teach training classes around the country for law enforcement. I am also a consultant/trainer to private industry teaching numerous management development and supervisory courses. I teach report writing at a local junior college where I am an adjunct faculty member. I've also worked as a substitute teacher for grades K-12 and private tutor. I've been a facilitator for Volunteers in Victim Assistance, helping citizens/employees deal with community or work related traumas, and I've worked with abused and neglected children.
Expert: Alice Bogert Date: 4/26/2008 Subject: Managing Office
Question Hello,
I have been recently hired as an office manager. It is going well but I do have some reservations because I am replacing an office manager that still is employed with the company. She has been there for 6 yrs and has established relationships with the employees. She resigned from the position. She said she did not want the responsiblilty. Now, I do feel like I need to earn the respect from the group but unsure about how. Please help.
Answer Hi Lisa,
Congratulations on your promotion. This is a difficult but not unsurmountable situation. The former supervisor, from your description, was popular and seemingly respected by the employees, so, you have some big shoes to fill, and you are right that you need to earn group respect. You also need to make the former supervisor a quick ally, so getting feedback from her or asking how she did certain things is important.
Leaders aren't born; they are made. Think about supervisors you have had that you greatly respected and those for whom you've worked that you did not respect. What traits did the respected supervisor have that the disrespected did not? Give some thought to this former supervisor's style. How did she lead? How did she treat employees? What were her strengths? The answers to these questions should provide a roadmap of the direction you should travel.
Good supervisors are people of integrity. They have knowledge about the job and can serve as a resource to their staff. They communicate often with their staff; they listen; they ask rather than tell; they distribute work fairly; they treat staff equally; they don't micromanage, and they care about their employees.
It will take you some time to demonstrate to staff that you are a leader they can trust and respect. Do not rush the process. Have frequent staff meetings initially to discuss what you expect, what they need, policy clarifications, etc. Maintain an open door policy but time block an hour or two daily for quiet time to meet your own deadlines.
There is a lot of online information about qualities of a good supervisor. Do some research; knowledge is power.
