Management Opportunity

[pursuitofspirit]

I have an opportunity to manage the smoke shop I work at that has a total of 7 employees. This came to me after the current manager has dropped the ball and failed at executing basic managerial tasks over the last few months. The owner of this smoke shop (and the 7 other locations they own across 3 states) told me she really values my perspective and appreciates my consistent hard work. She then asked if I would be interested in managing. I said yes.

Keep in mind, this location is popping. Around 150-200 customers every day, a full warehouse with shipments coming in and out, etc.

If I get this position, what advice would you have? I am 25, about to turn 26. Most of my other coworkers are aged 21-35. All of my coworkers are women, and one of them (one of the youngest at age 23, who has only been working for around 5 months) has been campaigning hard and lobbying to be manager. Her and her best friend (the mean girl clique at the store) basically did a pseudo-coup and threatened the current manager to step up or she would be fired. This younger employee seemed like the only option to replace her until the owner asked me if I would be interested. (Up until this point I have been laying low and executing. I did no power grab. Dark horse vibes). It is an interesting dynamic.

Anything helps. Thank you.

Edited 7 hours ago by pursuitofspirit

[LastThursday]

No real solid advice as such, but I have some experience in managing teams.

It looks like you might already know what needs to be done, since you mentioned your old manager dropped the ball. Half the job is then just to constantly keep on top of the logistics and the non-people side of things: managing stock, deliveries, selling etc. i.e. the mechanics and admin of the position. The fact that your boss has confidence in you is a very good sign, and you can use them as your ally if difficult situations crop up.

The other half of the job is the people side of things, and this is where most managers trip up. It's a matter of approach. First is to respect the people around you at all times, even if they're difficult or disrespectful themselves, and treat everyone equally and fairly. Second is to listen to the people who do their particular jobs day in day out, they may have good ideas for improvements, take them seriously and take action on them. Third, act on any transgressions or bad behaviour as quickly as possible, and discipline if necessary (in private), or at the very least be firm about what is not acceptable. Fourth, trust people to do their jobs without constant supervision, delegate when possible to show people you trust them.

There is a more psychological side in terms of perception and keeping your distance. You should aim to pitch in with the people you manage when it's necessary, i.e. be seen to do things that are not strictly your role from time to time. You should be punctual for meetings, and early to arrive and late to leave. You should avoid being mates with people you manage, because this makes it very hard to treat everyone equally, and can lead to favouritism and make it hard to discipline them. You should bring on side the "troublemakers" as soon as possible, by listening to their ideas and showing them trust.

The age thing I wouldn't worry about too much, if you're a decent manager, people will accept you for who you are and not worry about your age. As a manager there will always be a mix of people younger and older than you.

Good luck!

Edited 3 hours ago by LastThursday

[theleelajoker]

First thing: they asked you to do this, so they see that you have what it takes. Keep that in mind.

Second: good points from @LastThursday

Third: I had great experiences and success with a simple approach: be interested in your team. Be honest. Be authentic. Ask questions to know THEIR answer, not to hear what you want to hear. Make sure their interests are met as best as possible. Align interests and goals, avoid conflicting targets whenever possible. "We all here. Thanks for being here. Appreciate you doing this with me. Everyone wants to do good job? Everyone wants to have a good time at work? Everyone wants to come here happy? Everyone wants to go home happy? Everyone wants to make this shop a success? Ok, how we do that? What you need?"

Don't think you now must be or do XYZ just because of new role of it's not you. I promote cooperation whenever I can and I include them as much as I can.

I'm always super open with my intentions re team: "I want you to think less and do more. Because it seems to me that you're stuck and not happy the way it is. I want you to gain experience and confidence by doing that and this. I think you can do this. That's why I propose for you to do this and this and this.

What you think about it? Better idea? If yes, what ideas? If not, let's start with this. If you notice the proposal is not working, come back to me and tell me how to do it better. Otherwise, come back and tell me how it went. And we go from there"

BUT: That's my style. Find your style, what works for you. Find core values (for me e.g. openness, cooperation, appreciation, honesty, solution- and action orientation) and stick to them consistently.

Be predictable in a sense of being consistent. People criticize you three different times, or people come with new ideas towards you, they shouldn't guess your reaction. They should have a good idea of your reaction so they are encouraged to go to you. Also, I encourage them to think and act for themselves. 

Good chance you make mistakes. Doesn't matter if you're good leader. If people see and feel that your intentions were well, they don't give you shit for any mistakes. If people like you because you TRULY care about them, their life, their work and their well-being, they will support and defend you. And they might like you even more,  because you're a role model, so you show that 1) mistakes are part of life 2) you can show them how to deal with them 3) others feel encouraged to do the same. 

Actions> words. Always 

Edited 43 minutes ago by theleelajoker