Unless you’re starting a new department with a new team, chances are you will be taking over manager position.

Taking over an existing team after their previous manager leaves has different challenges than getting a team that has never worked together as a team before.

In fact, there are pros and cons to taking over either a team that had a good manager or a team that had a bad manager.

Taking Over for a Good Manager

If you are taking over a team that had an effective supervisor, you could be in luck, and you could be facing some tough challenges.

An effective supervisor knows how to motivate employees. Therefore, you might be inheriting a highly motivated team, already working well together, already producing as expected or better than expected.

The downside of taking over a previously well-managed team is that you naturally want to keep that momentum going, but you, especially if you are a brand new supervisor, have big shoes to fill. The team might hold you to the level of the previous manager. They’re used to things being done a certain way, so when you come in and change things, you might meet with some resistance.

Why change things that are working for your sake? One thing a manager must be able to do, adopt new ways of doing things. It’s more difficult for a group to make a change than for you to make a change. If they don’t like what you do they will most likely make things difficult so if it’s not broke don’t fix it!

It’s really important how you tread. You can set yourself up for a lot of problems right away, especially if you aren’t really a people person in the first place.

Take notes of things the manager did that was effective. Were they promoted? Then it’s a good time to look yourself in the mirror and make some changes to your style if need be.

And there’s more…

Remember, every time you go to a new department, company, etc., it’s a time to re-invent yourself. Just make sure you can pull it off and stay consistent.

Don’t rock the boat too early… (Usually)

Fit in, learn the social hierarchy. In every group there are some dominant personalities and it’s not necessarily the oldest or the supervisor.

You need those people in your corner whether you like it or not. They are a treasure trove of information and suggestions, ask them for theirs. They will typically spout off some things they didn’t like about the previous manager, don’t take the bait. Just let the comments fall and DO NOT repeat them. They are testing you.

Everyone probably has suggestions. Whip up a questionnaire on your computer if your company will allow and give them out. Make sure you ask your new people what their career goals are. Do they know how to get promoted? When did they have their last performance review? What do they feel they need to work on? What do they love about their job? Do they know all the benefits the company offers?

All those questions? You will learn a lot as you gather the information for them, information you need to know anyway! And don’t tell them where to get it. It’s your great opportunity to earn valuable good will with them. They need to talk to the HR manager for some of the answers? Great! Make an appointment with the HR person for them and walk them back there when they are scheduled and say to the HR person the question, etc.

Taking Over for a Poor Manager

Let’s say the team you’re taking over had a poor manager before you were hired. As you might expect, or have already found out, they may be unmotivated, sub-par performers. And they may be looking at you with a suspicious eye, wondering if you’re going to be more of the same poor leadership they’re used to.

On the other hand, a team that had a poor manager might also be very ripe for good leadership skills. Even if you don’t have leadership or management experience, you can still come across as a confident, experienced manager and your team doesn’t have to know any different.

This is a great opportunity for you to shine in your company. People will typically not be willing to welcome you with open arms. You will need to get out there, smile, talk to people, chat, be the nice human you are. Let it show. Carry a small note pad down so you can write things down about people, hobbies, kids, interests, etc. Also write down questions the employee has that may need follow up. Don’t trust your memory, you’re overwhelmed, you will forget things.

Ask your boss for suggestions, they are sure to have many. Ask them what they think some of your first priorities need to be, second, etc.

It will come up…

The elephant in the room… The things the bad manager did that made everyone indignant. Don’t gloat. Try to have private conversations with the vocal people. Don’t commiserate with them. Just tell them you are sorry and hope to move forward and would like them to be on board with you. Then move the conversation forward. Ask them for suggestions about something, anything at that point to turn the conversation forward.

If you are a manager you are not perfect, no one is. For all your strengths that others may appreciate this other manager was most likely good at some things you aren’t. You never know who you may work with again, don’t say anything. Many people have made the mistake and regret it for years.

Some First Steps…

No matter how you’re coming into your new manager position, one of your first priorities should be to hold a “one-on-one” meeting with each team member. Use this one-on-one time to get to know your team members individually. Ask them questions about their take on the team as a whole, how they fit in, the effectiveness of the team, what they like and dislike about their job, what they’d like from you, etc. Use the questionnaire idea mentioned above if need be.

But, be careful not to come across like you’re looking for “dirt” on other team members or their previous manager.

A one-on-one session might also be a good time to establish your expectations for them and the team. Of course, you should follow up your expectations with the team as a whole, in a team meeting. But a one-on-one meeting lets you get to know each other and can give you valuable information as to what the team expects. This information can go a long way to making your transition as their new supervisor a seamless transition.