Three crucial things to do following your promotion

By Alex Jones, Senior Regional Director of Hays Office Support

After multiple conversations with your boss and months of focus, hard work, results and self-improvement, you’ve finally been promoted! This is a brilliant milestone in your career, but once the celebrations are over you need to plan how you are going to make the early days in your new, more senior role count.

To make a positive impact straight away while laying the foundations for further progression, there are three steps you can take.

Firstly, resist the urge to dive in head-first. Nobody expects you to start making waves straight away. Use the early days following your promotion to learn everything you can about what this role and new level of seniority entails. Book in one-on-one time with your executive to identify her or his priorities and what they need from you. Ask questions and absorb everything around you so you can make informed decisions.

Secondly, use these insights to draw up a list of short and long-term objectives and SMART goals (Specific, Measurable, Attainable, Relevant and Time-Measured). From here, identify quick wins that will add value straight away, as well as more strategic objectives which require more forethought and forward planning.

Lastly, for those who have moved from an administration to PA or PA to EA role, set boundaries with any former peers you are now required to manage – particularly peers who may also be your friends.

Book in one-on-one time with them to outline both your visions for the team, as well as their own career objectives. While this is a key part of your role as a people manager, booking this meeting sooner rather than later will help your team take you seriously as the administration manager and respond to this change in dynamic early on.

This may be enough to keep your manager-employee relationship separate to the more informal friendship one that you have. However, if a former peer or friend crosses the line between professional and over familiar, for example, jokingly undermining you in front of new starters, you will need to intervene quickly. Clarify with them, in private, that during work hours they need to see and treat you as they would any manager, because you will be managing them just as you would any other employee. There is no need to be harsh, just assertive.

Good luck.