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We're hiring a number of mid and jr creatives.
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The quicker you nip it in the bud, the less resentment will grow. Take him to lunch, and start with an honest conversation. Tell him that you feel the tension... tell him how you want to partner with him and build a great team. Find out what part of the work he enjoys and if there's anything that you can contribute to him from your load. I would start with what suggestions he had for the teams future and so forth. Remember this, whenever someone is angry or frustrated, 9 out of 10 times it's because they feel unheard. The best leaders listen the best.
Thank you. Very helpful.
This is a tough situation. Do you know why he was not promoted into the role?
Open discussion about roles and responsibilities may help. You do the things he may not like or is not good at like possibly managing other employees, interacting with other departments, administrative work etc. your job is to clear the path for him -
I would approach him and clear the air. It may very well be that he feels some type of way but at the end of the day you are the manager and he needs to respect that. It wouldn't hurt, however, to make him feel like he has some say and you coudl use his help learning the ins and outs...boost his ego a bit.