New job assignment where my ex manager has become my subordinate

The name of the pictureThe name of the pictureThe name of the pictureClash Royale CLAN TAG#URR8PPP





.everyoneloves__top-leaderboard:empty,.everyoneloves__mid-leaderboard:empty margin-bottom:0;







up vote
6
down vote

favorite












I have been promoted by the company CEO to senior manager. This position places me above my first boss at the company, who was my boss for 9 years, but we didn't seem to click or harmonize much with our work. However, his capabilities and expertise is highly needed to manage our division deliverables smoothly.



Can you please advise me on how to maintain the equilibrium between us and in the same time maintaining my professionalism?







share|improve this question


















  • 3




    There's a big difference between 'not clicking' and having a grudge - in the former case I wouldn't worry about it at all.
    – Kvothe
    Mar 23 '14 at 21:47
















up vote
6
down vote

favorite












I have been promoted by the company CEO to senior manager. This position places me above my first boss at the company, who was my boss for 9 years, but we didn't seem to click or harmonize much with our work. However, his capabilities and expertise is highly needed to manage our division deliverables smoothly.



Can you please advise me on how to maintain the equilibrium between us and in the same time maintaining my professionalism?







share|improve this question


















  • 3




    There's a big difference between 'not clicking' and having a grudge - in the former case I wouldn't worry about it at all.
    – Kvothe
    Mar 23 '14 at 21:47












up vote
6
down vote

favorite









up vote
6
down vote

favorite











I have been promoted by the company CEO to senior manager. This position places me above my first boss at the company, who was my boss for 9 years, but we didn't seem to click or harmonize much with our work. However, his capabilities and expertise is highly needed to manage our division deliverables smoothly.



Can you please advise me on how to maintain the equilibrium between us and in the same time maintaining my professionalism?







share|improve this question














I have been promoted by the company CEO to senior manager. This position places me above my first boss at the company, who was my boss for 9 years, but we didn't seem to click or harmonize much with our work. However, his capabilities and expertise is highly needed to manage our division deliverables smoothly.



Can you please advise me on how to maintain the equilibrium between us and in the same time maintaining my professionalism?









share|improve this question













share|improve this question




share|improve this question








edited Mar 23 '14 at 20:38









panoptical

3,5761538




3,5761538










asked Mar 23 '14 at 18:55









user17753

311




311







  • 3




    There's a big difference between 'not clicking' and having a grudge - in the former case I wouldn't worry about it at all.
    – Kvothe
    Mar 23 '14 at 21:47












  • 3




    There's a big difference between 'not clicking' and having a grudge - in the former case I wouldn't worry about it at all.
    – Kvothe
    Mar 23 '14 at 21:47







3




3




There's a big difference between 'not clicking' and having a grudge - in the former case I wouldn't worry about it at all.
– Kvothe
Mar 23 '14 at 21:47




There's a big difference between 'not clicking' and having a grudge - in the former case I wouldn't worry about it at all.
– Kvothe
Mar 23 '14 at 21:47










3 Answers
3






active

oldest

votes

















up vote
2
down vote













If you are now a senior manager, you have probaly learned now that you should be able to effectively work with anyone whether you like them or not. However, your former boss is likely to be fairly unhappy at this development. You may need to havea plan in your back pocket of where he could be moved to if he does not want to work with you.



You need to sit down with immediately and talk about what you expect of him, why you are retaining him on the team and how the new relationship will work. Acknowledge any problems you had in the past and how you contributed to them and what you have learned since then.



It may be possible to salvage this relationship if he is willing to try, but if his attitude is negative at the end of this talk or if he after the talk starts making public problems for you, then get rid of him as soon as you can. This does not necessarily mean fire him, if there is somewhere he can transfer to to save face, that is fine.



His talents may be good but they are useless with a bad attitude. He needs to be aware that you are willing to restart the relationship and that you respect his abilities, but he also needs to realize that his own attitude will dictate if he can keep his job. Don't keep him if he is a snake in the grass. The problems he will create will far exceed any technical abilites he can bring to the group. The choice in the end is his, can he get along with you or not.



I've seen this play out several times at work and it it all came down to the attitude of the employee. If he was willing to work for someone who used to work for him and who he disliked at that time, it will work out fine, but if he isn't the best thing for you, for your team, for the project and ultimately for him is to move him elsewhere in the organization or fire him as soon as possible.






share|improve this answer



























    up vote
    1
    down vote













    A large part of being a good leader involves getting your subordinates (and higher leaders) to trust you as a leader. For this answer, I'm assuming 2 things. First, the CEO trusts you more than they do your first boss, as you were promoted above him. Second, because you and your first boss never seemed to get along, your first boss really doesn't trust you, and you don't trust him. I would try these steps in order:




    1. You can try to regain his trust



      This can occur by talking with him privately, acknowledging that you and him initially didn't get along, but that he is a vital part of the team. You should be willing to put that distrust behind you, but that he also needs to be able to respect you and understand that, at this point, you are higher in the chain of command. As such, he needs to be able to align his team's goals with your corporate goals.
      However, if that doesn't work...




    2. Speak with the team



      This would involve speaking to his team as a whole, telling them your overall plans for that team and where things are going, all in order to get the team onboard with your corporate goals. If you're still unable to gain trust of the team...




    3. Think about a change in team management



      This is and should be a last resort, but if you are unable to get your team onboard with your goals, or if there still is distrust between the team, your first boss, and you, you should consider replacing your first boss. After all, nothing productive will be accomplished if you cannot push your goals through to your subordinates. The reason why I'm saying this (and not something like you should consider changing companies) is because first, you're the boss. Second, as stated earlier, corporate leadership seems to trust you more than your former line manager, and thus you have a lot more leverage to work with.







    share|improve this answer





























      up vote
      0
      down vote













      You are his boss now? This means it's up to him to manage the relationship between you and him. Because now, you have the option to terminate his employment.



      I'd say let the past be the past and all you should care about is how he acts with you as a subordinate.



      If he is not comfortable with his role as a subordinate to you, that's his problem. Don't let him make that into YOUR problem, you have plenty of other fish to fry.



      Apparently, you are not comfortable with your role as his boss. Don't let that lack of comfort become a problem to you. Just do your job and discharge your responsibilities as your firm expects you to, and don't let anyone including yourself get in the way of that.






      share|improve this answer




















        Your Answer







        StackExchange.ready(function()
        var channelOptions =
        tags: "".split(" "),
        id: "423"
        ;
        initTagRenderer("".split(" "), "".split(" "), channelOptions);

        StackExchange.using("externalEditor", function()
        // Have to fire editor after snippets, if snippets enabled
        if (StackExchange.settings.snippets.snippetsEnabled)
        StackExchange.using("snippets", function()
        createEditor();
        );

        else
        createEditor();

        );

        function createEditor()
        StackExchange.prepareEditor(
        heartbeatType: 'answer',
        convertImagesToLinks: false,
        noModals: false,
        showLowRepImageUploadWarning: true,
        reputationToPostImages: null,
        bindNavPrevention: true,
        postfix: "",
        noCode: true, onDemand: false,
        discardSelector: ".discard-answer"
        ,immediatelyShowMarkdownHelp:true
        );



        );








         

        draft saved


        draft discarded


















        StackExchange.ready(
        function ()
        StackExchange.openid.initPostLogin('.new-post-login', 'https%3a%2f%2fworkplace.stackexchange.com%2fquestions%2f21123%2fnew-job-assignment-where-my-ex-manager-has-become-my-subordinate%23new-answer', 'question_page');

        );

        Post as a guest

























        StackExchange.ready(function ()
        $("#show-editor-button input, #show-editor-button button").click(function ()
        var showEditor = function()
        $("#show-editor-button").hide();
        $("#post-form").removeClass("dno");
        StackExchange.editor.finallyInit();
        ;

        var useFancy = $(this).data('confirm-use-fancy');
        if(useFancy == 'True')
        var popupTitle = $(this).data('confirm-fancy-title');
        var popupBody = $(this).data('confirm-fancy-body');
        var popupAccept = $(this).data('confirm-fancy-accept-button');

        $(this).loadPopup(
        url: '/post/self-answer-popup',
        loaded: function(popup)
        var pTitle = $(popup).find('h2');
        var pBody = $(popup).find('.popup-body');
        var pSubmit = $(popup).find('.popup-submit');

        pTitle.text(popupTitle);
        pBody.html(popupBody);
        pSubmit.val(popupAccept).click(showEditor);

        )
        else
        var confirmText = $(this).data('confirm-text');
        if (confirmText ? confirm(confirmText) : true)
        showEditor();


        );
        );






        3 Answers
        3






        active

        oldest

        votes








        3 Answers
        3






        active

        oldest

        votes









        active

        oldest

        votes






        active

        oldest

        votes








        up vote
        2
        down vote













        If you are now a senior manager, you have probaly learned now that you should be able to effectively work with anyone whether you like them or not. However, your former boss is likely to be fairly unhappy at this development. You may need to havea plan in your back pocket of where he could be moved to if he does not want to work with you.



        You need to sit down with immediately and talk about what you expect of him, why you are retaining him on the team and how the new relationship will work. Acknowledge any problems you had in the past and how you contributed to them and what you have learned since then.



        It may be possible to salvage this relationship if he is willing to try, but if his attitude is negative at the end of this talk or if he after the talk starts making public problems for you, then get rid of him as soon as you can. This does not necessarily mean fire him, if there is somewhere he can transfer to to save face, that is fine.



        His talents may be good but they are useless with a bad attitude. He needs to be aware that you are willing to restart the relationship and that you respect his abilities, but he also needs to realize that his own attitude will dictate if he can keep his job. Don't keep him if he is a snake in the grass. The problems he will create will far exceed any technical abilites he can bring to the group. The choice in the end is his, can he get along with you or not.



        I've seen this play out several times at work and it it all came down to the attitude of the employee. If he was willing to work for someone who used to work for him and who he disliked at that time, it will work out fine, but if he isn't the best thing for you, for your team, for the project and ultimately for him is to move him elsewhere in the organization or fire him as soon as possible.






        share|improve this answer
























          up vote
          2
          down vote













          If you are now a senior manager, you have probaly learned now that you should be able to effectively work with anyone whether you like them or not. However, your former boss is likely to be fairly unhappy at this development. You may need to havea plan in your back pocket of where he could be moved to if he does not want to work with you.



          You need to sit down with immediately and talk about what you expect of him, why you are retaining him on the team and how the new relationship will work. Acknowledge any problems you had in the past and how you contributed to them and what you have learned since then.



          It may be possible to salvage this relationship if he is willing to try, but if his attitude is negative at the end of this talk or if he after the talk starts making public problems for you, then get rid of him as soon as you can. This does not necessarily mean fire him, if there is somewhere he can transfer to to save face, that is fine.



          His talents may be good but they are useless with a bad attitude. He needs to be aware that you are willing to restart the relationship and that you respect his abilities, but he also needs to realize that his own attitude will dictate if he can keep his job. Don't keep him if he is a snake in the grass. The problems he will create will far exceed any technical abilites he can bring to the group. The choice in the end is his, can he get along with you or not.



          I've seen this play out several times at work and it it all came down to the attitude of the employee. If he was willing to work for someone who used to work for him and who he disliked at that time, it will work out fine, but if he isn't the best thing for you, for your team, for the project and ultimately for him is to move him elsewhere in the organization or fire him as soon as possible.






          share|improve this answer






















            up vote
            2
            down vote










            up vote
            2
            down vote









            If you are now a senior manager, you have probaly learned now that you should be able to effectively work with anyone whether you like them or not. However, your former boss is likely to be fairly unhappy at this development. You may need to havea plan in your back pocket of where he could be moved to if he does not want to work with you.



            You need to sit down with immediately and talk about what you expect of him, why you are retaining him on the team and how the new relationship will work. Acknowledge any problems you had in the past and how you contributed to them and what you have learned since then.



            It may be possible to salvage this relationship if he is willing to try, but if his attitude is negative at the end of this talk or if he after the talk starts making public problems for you, then get rid of him as soon as you can. This does not necessarily mean fire him, if there is somewhere he can transfer to to save face, that is fine.



            His talents may be good but they are useless with a bad attitude. He needs to be aware that you are willing to restart the relationship and that you respect his abilities, but he also needs to realize that his own attitude will dictate if he can keep his job. Don't keep him if he is a snake in the grass. The problems he will create will far exceed any technical abilites he can bring to the group. The choice in the end is his, can he get along with you or not.



            I've seen this play out several times at work and it it all came down to the attitude of the employee. If he was willing to work for someone who used to work for him and who he disliked at that time, it will work out fine, but if he isn't the best thing for you, for your team, for the project and ultimately for him is to move him elsewhere in the organization or fire him as soon as possible.






            share|improve this answer












            If you are now a senior manager, you have probaly learned now that you should be able to effectively work with anyone whether you like them or not. However, your former boss is likely to be fairly unhappy at this development. You may need to havea plan in your back pocket of where he could be moved to if he does not want to work with you.



            You need to sit down with immediately and talk about what you expect of him, why you are retaining him on the team and how the new relationship will work. Acknowledge any problems you had in the past and how you contributed to them and what you have learned since then.



            It may be possible to salvage this relationship if he is willing to try, but if his attitude is negative at the end of this talk or if he after the talk starts making public problems for you, then get rid of him as soon as you can. This does not necessarily mean fire him, if there is somewhere he can transfer to to save face, that is fine.



            His talents may be good but they are useless with a bad attitude. He needs to be aware that you are willing to restart the relationship and that you respect his abilities, but he also needs to realize that his own attitude will dictate if he can keep his job. Don't keep him if he is a snake in the grass. The problems he will create will far exceed any technical abilites he can bring to the group. The choice in the end is his, can he get along with you or not.



            I've seen this play out several times at work and it it all came down to the attitude of the employee. If he was willing to work for someone who used to work for him and who he disliked at that time, it will work out fine, but if he isn't the best thing for you, for your team, for the project and ultimately for him is to move him elsewhere in the organization or fire him as soon as possible.







            share|improve this answer












            share|improve this answer



            share|improve this answer










            answered Mar 23 '14 at 20:55









            HLGEM

            133k25227489




            133k25227489






















                up vote
                1
                down vote













                A large part of being a good leader involves getting your subordinates (and higher leaders) to trust you as a leader. For this answer, I'm assuming 2 things. First, the CEO trusts you more than they do your first boss, as you were promoted above him. Second, because you and your first boss never seemed to get along, your first boss really doesn't trust you, and you don't trust him. I would try these steps in order:




                1. You can try to regain his trust



                  This can occur by talking with him privately, acknowledging that you and him initially didn't get along, but that he is a vital part of the team. You should be willing to put that distrust behind you, but that he also needs to be able to respect you and understand that, at this point, you are higher in the chain of command. As such, he needs to be able to align his team's goals with your corporate goals.
                  However, if that doesn't work...




                2. Speak with the team



                  This would involve speaking to his team as a whole, telling them your overall plans for that team and where things are going, all in order to get the team onboard with your corporate goals. If you're still unable to gain trust of the team...




                3. Think about a change in team management



                  This is and should be a last resort, but if you are unable to get your team onboard with your goals, or if there still is distrust between the team, your first boss, and you, you should consider replacing your first boss. After all, nothing productive will be accomplished if you cannot push your goals through to your subordinates. The reason why I'm saying this (and not something like you should consider changing companies) is because first, you're the boss. Second, as stated earlier, corporate leadership seems to trust you more than your former line manager, and thus you have a lot more leverage to work with.







                share|improve this answer


























                  up vote
                  1
                  down vote













                  A large part of being a good leader involves getting your subordinates (and higher leaders) to trust you as a leader. For this answer, I'm assuming 2 things. First, the CEO trusts you more than they do your first boss, as you were promoted above him. Second, because you and your first boss never seemed to get along, your first boss really doesn't trust you, and you don't trust him. I would try these steps in order:




                  1. You can try to regain his trust



                    This can occur by talking with him privately, acknowledging that you and him initially didn't get along, but that he is a vital part of the team. You should be willing to put that distrust behind you, but that he also needs to be able to respect you and understand that, at this point, you are higher in the chain of command. As such, he needs to be able to align his team's goals with your corporate goals.
                    However, if that doesn't work...




                  2. Speak with the team



                    This would involve speaking to his team as a whole, telling them your overall plans for that team and where things are going, all in order to get the team onboard with your corporate goals. If you're still unable to gain trust of the team...




                  3. Think about a change in team management



                    This is and should be a last resort, but if you are unable to get your team onboard with your goals, or if there still is distrust between the team, your first boss, and you, you should consider replacing your first boss. After all, nothing productive will be accomplished if you cannot push your goals through to your subordinates. The reason why I'm saying this (and not something like you should consider changing companies) is because first, you're the boss. Second, as stated earlier, corporate leadership seems to trust you more than your former line manager, and thus you have a lot more leverage to work with.







                  share|improve this answer
























                    up vote
                    1
                    down vote










                    up vote
                    1
                    down vote









                    A large part of being a good leader involves getting your subordinates (and higher leaders) to trust you as a leader. For this answer, I'm assuming 2 things. First, the CEO trusts you more than they do your first boss, as you were promoted above him. Second, because you and your first boss never seemed to get along, your first boss really doesn't trust you, and you don't trust him. I would try these steps in order:




                    1. You can try to regain his trust



                      This can occur by talking with him privately, acknowledging that you and him initially didn't get along, but that he is a vital part of the team. You should be willing to put that distrust behind you, but that he also needs to be able to respect you and understand that, at this point, you are higher in the chain of command. As such, he needs to be able to align his team's goals with your corporate goals.
                      However, if that doesn't work...




                    2. Speak with the team



                      This would involve speaking to his team as a whole, telling them your overall plans for that team and where things are going, all in order to get the team onboard with your corporate goals. If you're still unable to gain trust of the team...




                    3. Think about a change in team management



                      This is and should be a last resort, but if you are unable to get your team onboard with your goals, or if there still is distrust between the team, your first boss, and you, you should consider replacing your first boss. After all, nothing productive will be accomplished if you cannot push your goals through to your subordinates. The reason why I'm saying this (and not something like you should consider changing companies) is because first, you're the boss. Second, as stated earlier, corporate leadership seems to trust you more than your former line manager, and thus you have a lot more leverage to work with.







                    share|improve this answer














                    A large part of being a good leader involves getting your subordinates (and higher leaders) to trust you as a leader. For this answer, I'm assuming 2 things. First, the CEO trusts you more than they do your first boss, as you were promoted above him. Second, because you and your first boss never seemed to get along, your first boss really doesn't trust you, and you don't trust him. I would try these steps in order:




                    1. You can try to regain his trust



                      This can occur by talking with him privately, acknowledging that you and him initially didn't get along, but that he is a vital part of the team. You should be willing to put that distrust behind you, but that he also needs to be able to respect you and understand that, at this point, you are higher in the chain of command. As such, he needs to be able to align his team's goals with your corporate goals.
                      However, if that doesn't work...




                    2. Speak with the team



                      This would involve speaking to his team as a whole, telling them your overall plans for that team and where things are going, all in order to get the team onboard with your corporate goals. If you're still unable to gain trust of the team...




                    3. Think about a change in team management



                      This is and should be a last resort, but if you are unable to get your team onboard with your goals, or if there still is distrust between the team, your first boss, and you, you should consider replacing your first boss. After all, nothing productive will be accomplished if you cannot push your goals through to your subordinates. The reason why I'm saying this (and not something like you should consider changing companies) is because first, you're the boss. Second, as stated earlier, corporate leadership seems to trust you more than your former line manager, and thus you have a lot more leverage to work with.








                    share|improve this answer














                    share|improve this answer



                    share|improve this answer








                    edited Mar 23 '14 at 20:58

























                    answered Mar 23 '14 at 20:51









                    panoptical

                    3,5761538




                    3,5761538




















                        up vote
                        0
                        down vote













                        You are his boss now? This means it's up to him to manage the relationship between you and him. Because now, you have the option to terminate his employment.



                        I'd say let the past be the past and all you should care about is how he acts with you as a subordinate.



                        If he is not comfortable with his role as a subordinate to you, that's his problem. Don't let him make that into YOUR problem, you have plenty of other fish to fry.



                        Apparently, you are not comfortable with your role as his boss. Don't let that lack of comfort become a problem to you. Just do your job and discharge your responsibilities as your firm expects you to, and don't let anyone including yourself get in the way of that.






                        share|improve this answer
























                          up vote
                          0
                          down vote













                          You are his boss now? This means it's up to him to manage the relationship between you and him. Because now, you have the option to terminate his employment.



                          I'd say let the past be the past and all you should care about is how he acts with you as a subordinate.



                          If he is not comfortable with his role as a subordinate to you, that's his problem. Don't let him make that into YOUR problem, you have plenty of other fish to fry.



                          Apparently, you are not comfortable with your role as his boss. Don't let that lack of comfort become a problem to you. Just do your job and discharge your responsibilities as your firm expects you to, and don't let anyone including yourself get in the way of that.






                          share|improve this answer






















                            up vote
                            0
                            down vote










                            up vote
                            0
                            down vote









                            You are his boss now? This means it's up to him to manage the relationship between you and him. Because now, you have the option to terminate his employment.



                            I'd say let the past be the past and all you should care about is how he acts with you as a subordinate.



                            If he is not comfortable with his role as a subordinate to you, that's his problem. Don't let him make that into YOUR problem, you have plenty of other fish to fry.



                            Apparently, you are not comfortable with your role as his boss. Don't let that lack of comfort become a problem to you. Just do your job and discharge your responsibilities as your firm expects you to, and don't let anyone including yourself get in the way of that.






                            share|improve this answer












                            You are his boss now? This means it's up to him to manage the relationship between you and him. Because now, you have the option to terminate his employment.



                            I'd say let the past be the past and all you should care about is how he acts with you as a subordinate.



                            If he is not comfortable with his role as a subordinate to you, that's his problem. Don't let him make that into YOUR problem, you have plenty of other fish to fry.



                            Apparently, you are not comfortable with your role as his boss. Don't let that lack of comfort become a problem to you. Just do your job and discharge your responsibilities as your firm expects you to, and don't let anyone including yourself get in the way of that.







                            share|improve this answer












                            share|improve this answer



                            share|improve this answer










                            answered Mar 23 '14 at 21:16









                            Vietnhi Phuvan

                            68.9k7118254




                            68.9k7118254






















                                 

                                draft saved


                                draft discarded


























                                 


                                draft saved


                                draft discarded














                                StackExchange.ready(
                                function ()
                                StackExchange.openid.initPostLogin('.new-post-login', 'https%3a%2f%2fworkplace.stackexchange.com%2fquestions%2f21123%2fnew-job-assignment-where-my-ex-manager-has-become-my-subordinate%23new-answer', 'question_page');

                                );

                                Post as a guest

















































































                                Comments

                                Popular posts from this blog

                                What does second last employer means? [closed]

                                Installing NextGIS Connect into QGIS 3?

                                One-line joke