How to manage FRIENDS at work

Managing friends in a leadership role—ever been there? I've certainly faced this unique challenge, especially when promoted within the same team where I've forged friendships. Transitioning from peer to manager is a delicate dance, and here are some insights I've gathered along the way.

Click here to watch the full video on YouTube

Risk #1: Confidentiality Crossroads

As a manager, you're entrusted with sensitive information. Balancing transparency with the need for confidentiality can strain friendships. It's crucial to set clear expectations with your friend, discussing the boundaries and finding that delicate balance between openness and maintaining the trust of the organization.

Risk #2: The Peril of Perceived Favouritism

Team members will be eagle-eyed, watching for any hint of favouritism. Whether it's increased access, relaxed rules, or special perks, perceptions matter. Consistency is key. It's not just about treating your friend fairly; it's about being visibly fair to every team member, dispelling any notions of bias.

Risk #3: The Tightrope of Performance Management

Delivering constructive feedback to a friend can also be difficult for the friendship, but avoiding it jeopardizes the team's morale. Setting expectations is vital. A candid conversation about how performance will be managed ensures clarity. Remember, fair treatment is your mantra, even in challenging moments.

Navigating the Friend-to-Manager Transition: A Strategic Approach

First things first—open communication. Grab a coffee, have an honest chat, and set expectations. Listen actively to your friend's concerns and fears. It's about preserving the friendship while acknowledging the altered work dynamics.

Keeping your boss in the loop is a savvy move. They've likely navigated similar waters and can offer valuable advice. Practice what you preach—consistency is your ally. No shortcuts, no special treatments. Fairness across the board is your guiding principle.