4 Insights on the Tricky, Sometimes Overlooked, Aspects of Supervising a Team   

In the world of PR agencies, management is something even people at the lower and middle levels do – someone with two or three years of experience, for example, can ostensibly manage an intern. And even if it isn’t “officially” on a job description, a team structure often means that managing work between peers and different levels of personnel can just be part of the daily grind. A couple of years into managing people both formally and informally, here are the five things new managers should know before taking an intern or entry-level person under their wing.

1. Priorities Aren’t the Same for Everyone
Thought it may seem obvious, fundamentally understanding that everyone is different in his/her goals and priorities is an essential part of management. One person may see an end goal of climbing up the ranks to become a VP, while another may just see the gig as a stepping-stone to something else. Another might not even be sure what they want to be when they grow up yet – and that’s perfectly fine. A manager is there to both help her figure out those goals, and to help bridge those needs with your team’s objectives, so that they’re aligned. Many have a hard time reasoning why their peers don’t automatically want to rise to the top. The trouble with thinking like that is that it can be incredibly alienating: a manager sharing his/her  uninhibited intentions to become a partner before the age of thirty with a junior-level employee can come across as paranoid, even maniacal. Remember that empathy is an underrated skill – and not just professionally.

2. Being Liked is Different from Being Respected (or, Being Nice is Different from Being Good!)
One of the early mistakes many make is feeling that the person one manages has to “like” them. Yes, it’s tempting to want one’s direct report to see a mentor as a friend. Reasoning says that the rapport will translate to hard work hard because of the relationship. Of course, being liked to an extent is essential in establishing a relationship, regardless of the conditions. But trying too hard to bond can endanger trust and put unnecessary strain between two people. In short: your teammate should respect you and look up to you – not be your drinking buddy. To establish that baseline respect, show them you’ve listened to them, and that you’re their advocate. That can mean answering questions about career progression, or recommending a specific course they can take to build a skill. It can be realizing that they might be having a bad day with a client and to offer a helping hand – or at least someone to talk to about it. Flexibility around each person’s needs is key.

3. You Don’t Have to be Birds of a Feather to Fly Well Together
One can assume that the best manager/direct report relationships are between similar people with identical career choices. This is a complete misconception. Expertise and backgrounds can differ vastly, but it doesn’t affect someone’s ability to listen, give advice, or promote a work/life balance. Extroverts can learn from introverts, and provide feedback that is gentle, objective and motivating. The best managers can draw on not just their own experience – but from that of others – to help someone reach a place where they’re learning and growing in a way comfortable to them.

4. Learn from the Best (and the Worst)
It’s likely that everyone will have both great (and terrible) bosses. Observe and take note of what works, and what doesn’t, within all levels of an organization. Was it communication style? Stubbornly unreasonable expectations? These characteristics will make a pattern – and it’s up to managers to teach the critical skill of listening and observing critically that will help employees understand what they like and what they don’t like. And this skill can improve over time, strengthening like a muscle as long as an employee is encouraged to be cognizant of it.

But above all, understand that managing isn’t a perfect science. A favorable result doesn’t manifest in a letter grade, or a gold star, but rather a well-run team made of motivated people who respect one another. And making that happen can only happen with a group of individuals who are empowered to ask questions, listen to each other and exhibit kindness and humor along the way.