It is every employee's dream to move up the ladder from a peer to a boss and get the entitlement of 'a boss' than just being called 'an employee' and also to handle major upgraded tasks that are considered to be the most prestigious entitlement. The mixed notion of getting promoted is overwhelming with the new shift at the workplace, but at the same time, it can also be scary with new provocations and adjudications that are to be taken up as a leader. So, are your colleagues equally appreciative and conceding to your achievements, as you are? Or is it only you? Dealing with the employees who once were your associates is one such major challenge that every leader finds finicky to patronize when they start fresh. This article discusses the major challenges and their solutions that every employee must contemplate to excel in their task as a true leader.

Make your mark as a boss and make people realize it slowly and swiftly

You cannot expect every situation at the workplace to antedate as your progress overnight. It will take time for your colleagues to realize the certainty of your position as a boss and that you are not an associate anymore, for which, you will receive mixed reactions. This may come as resentment by those who targeted you as their competition to get this position, and also, appreciation by those who have been on your side since day one. Any which ways, they may now have to understand the severity of your position as a boss and what your roles and responsibilities are towards them, being their patron. You must take the task with utmost care in choosing your words and situation to make them realize what your position necessitates from them and how it will impact the growth and development of your organization in the future. You also need to set clear expectations of what you demand from them and their attitude towards the work and organization as well.

Accept the fact that things are not going to be the same anymore as they were before

Getting into terms with the fact that your workplace environment is changing with your position can make you realize the depth of your responsibility and tasks as well as the transition that you are going through as boss. This feeling can propel you to make bad decisions, as you will not be on the same page as your associates would be. You will not be sharing the same talks and sentiments that you use to do when you were not a higher level. This works both ways: as with your restrictions on the knowledge that you are not supposed to spill out with your associates, at your position, they will be hesitant as well to share what they know of their situation. Yes, the air will feel heavy around you at times with indignant vibes from your colleagues, but so will your responsibilities at your position. Accepting this situation and drawing a fine line between your tasks and your associates will give you a different direction to tackle the resentment, and this takes us to our third challenge.

Have a one-to-one conversation with your associates who give you a cold shoulder

There exists a possibility that your former peers might not be able to gulp the fact that you have trounced them in an austere competition to achieve your position, but that doesn't mean you deserve a cold shoulder from them. So, what you could do in this situation? As much obnoxious your thought process in the situation might seem to be to put up a fight and show your bossiness, the worst the situation becomes and so does your image and reputation as a new boss. It is always better not to retaliate back, how much ever gruesome the situation tends to be. An alternative that one could adopt in this situation is to have a one-to-one conversation with the colleague feeling uncomfortable and causing trouble. This will give you a better hand on controlling and handling the situation, also at the same time, it will even help you establish a stronger and better connection with your associates and make them more acceptable about your position. 

Form a "new peer connection" with your new manager and the other hierarchies

While your ex peers will always be at your side, it seems a better idea to form new connections at your current position and establish a bond with new peers and learn new things suitable at your grade. In this way, simultaneously, you are also giving time to your old peers to look at the situation from a broader perspective and gradually accept your shift from a peer to a boss. When you get to learn new things from a newer connection that you form, you know it is your time to learn new responsibilities and grow trust and confidence in your new connection about your position, to focus more on how you can deliver better on the needs that your new positions demands, and also to seek guidance from your new manager on how you can handle the new liabilities of your new position and what you can do from your side to support them as well with your work.

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