You have finally made it! There's nothing more rewarding than a promotion. Having worked for a company for some time, being rewarded with a managerial position is extremely fulfilling. The leap to management is huge and gaining respect and trust in your new role is vital.

Respect Does Not Come Automatically!
Often, when you move into a management position people will start to treat you differently. Having been given a new role with more responsibility, you now have to make bigger decisions and people will be looking to you for leadership. Some people are natural leaders but others are not and they have to work at it.

Kate Matcalf used to work in London as a group leader for a conference producing company. The company had an office in Singapore and she was asked to move to the country to lead it as the General Manager. Kate was extremely determined to make it work. Her employees wanted the best for her and the company, and they were equally passionate. However, she was not a natural leader and she tended to make some rash decisions without thinking them through completely.

“I was so stressed that my judgment was not clear. I failed to think things through logically and the company started to crumble under my leadership,” Kate recalled. She was continually stressed and anxious, which made her employees felt restless and nervous too. As a result, their performances started to become affected.

“I knew I was imparting my anxieties onto them but I did not have anyone to share my worries with out of the office. So I shared everything with them -- my mood swings, my worries … everything,” she said. The workers started to lose respect for Kate. She failed to be a responsible and controlled leader and as her judgement was inaccurate, the workers began making decisions without her knowing.

Kate began to get upset and angry with everyone, and eventually she was asked to leave and go back to London where she was demoted. “I wanted to succeed so much, but in reality I was not ready to take on the responsibility. I expected to be respected automatically because of my position but in reality you have to earn it.” Kate learnt from her experience and mistakes, and utilised it in the London office. Recently she was promoted again and is now leading her team in the UK smoothly and profitably.

Sarah-Jane Tan worked for a well-known lifestyle magazine. Initially she worked as a writer and climbed the ladder until she was appointed the role as the Managing Editor. She thought that her peers would be happy for her, but it soon became obvious that there was resentment that she had been appointed to the position and the office was tense.

“It all happened so fast, within two years. At the age of 25, I had this high profile position and had to prove myself quickly,” she said. Even though there was open animosity, Sarah-Jane took the bull by the horns and decided that she would take it on the chin and prove herself gradually. She was in charge of all aspects of the magazine from editorial to advertising revenue. She had to make key decisions everyday for the benefit of the magazine; she even had to dismiss s couple of employees.

After a year in the position under her leadership, Sarah-Jane had nearly doubled the advertising revenue. The publications readership had increased by 15% and the team was happy with her leadership. Those who were dubious and seemed jealous of her position realised that having her in the role was beneficial after all. Sarah-Jane is still in the position and is a highly respected Managing Editor at the young age of 27.

How to Act
There is no real step-by-step way to act when you become a manager, but there is some advice I can give having been in the position myself.

One of the key traits you must have is to listen and to hear what your employees have to say. Numerous bosses go ahead and make decisions without listening to the views of their employees. Communication is key at all levels of any business. Ultimately you have to make the final decisions but the views and opinions of your staff are vital.

Encouragement is another key factor in managing others; praise when praise is due can lift any employee and make them work twice as hard. Constructive criticism is another important trait. You have to be honest and open with everyone. If they have done something good, then let them know. If they have done something that was not so good, then they need to be informed but without grudge and in a positive manner so that they don't get worried that their job is on the line.

Your employees will look to you for advice and leadership. They will want to see you take control of any situation and illustrate the ability to make firm but fair decisions. Be confident and be sure. If you don't have the answer to an obstacle, don't make a rash decision. Think it through and take advice from your employees. Work as a team and you'll be a manager who's heading defiantly in the right direction.