Andrew Rondeau

Andrew is the owner of this website and has been a Leader, Manager, Coach and Consultant for the last twenty-five years.

Have you been promoted recently? Is some of your staff also your friends? Do you know how easy it is to loose all respect when you show favoritism?

Managing employees at the workplace can be a challenging process. But what do you do when you are suddenly promoted and some of the employees you are managing are also your friends?

Here are 7 quick tips that will help you manoeuvre your way around this potential minefield:

1. Lay down the ground rules right from the start. Speak to each one of your friends privately and inform them that friends or not, business is still business. Inform them you expect them to continue to work, as they have been; professional at all times. Keep your tone pleasant but firm, and let them know that they are still required to follow the rules just like everybody else.

2. Treat your friends the same as the other employees. No better, no worse. If you don't, the other employees will take notice that you're showing favoritism and you will quickly lose their respect.

3. Don't have lunch or take breaks with your friends too often, unless other employees are also included in the group. Remember, people are watching and appearances are everything. Others will think you are sharing confidential ‘secrets’ and company / knowledge.

4. When evaluating your friends for raises and/or promotions, make sure the aforementioned raises and promotions are warranted and based solely on job performance, not friendship.

5. Do not discuss other employee’s behaviour or performance with your friends at any time.

6. Outside of the workplace, do not discuss job-related issues with your friends.

7. At office parties, celebrations, etc., be aware of seating assignments. Do not associate solely with your friends. Again, make sure other employees are included in the group.

As you can see, managing your friends can be quite a balancing act. However, remember to treat all employees equally and you will be respected.

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2 Responses to "7 Quick Tips For Managing Your Friends At The Workplace"

S Burnley at 24 Apr 2008 7:04:11 AM EST

S Burnley ( Author/Admin) said this on 24 Apr 2008 7:04:11 AM EST Do you have any tips for Managers who tend to let a poorly performing employee off the hook because they feel sorry for them? (Reply to this comment) (Cancel this reply) (Comment Replies Disabled)

Andrew Rondeau at 24 Apr 2008 2:43:07 PM EST

Andrew Rondeau ( Author/Admin) said this on 24 Apr 2008 2:43:07 PM EST All the managers staff will notice they are not dealing with the situation and feel you should. The Manager should take the following steps: 1. Discuss with the individual what you are thinking – there may be a reason for the poor performance 2. Give real examples of ‘poor performance’ immediately after they happen 3. Provide encouragement and development 4. Agree actions to be taken and who has accountability 5. Discuss and agree the performance and behaviour standards that are required 6. Agree a timetable to review progress 7. Write up all notes and pass to the poor performer. Hope that helps. (Reply to this comment) (Cancel this reply) (Comment Replies Disabled)

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