To ask for tips on stepping into line management (and whether this is all a bit cheeky)?

[KindButClockedIt]

I’m in a senior role and have recently been asked to line manage someone new - even though I’m on an interim contract that ends in August. My job title /description doesn’t include line management but I’ve been told it “commensurates with the grade” and have agreed to support.

I want to handle it professionally - I do have relevant experience but I’m also conscious of the fine line between being a team player and being taken advantage of.

So:

-Any tips for managing someone new when you’re not long for the job yourself?
-What’s helped you be a kind but firm manager?
-And AIBU to wonder if this was handled a bit cheekily?

Ask for a new job description so that 'you can ensure you meet best practice requirements when line managing.'
It should probably come with a pay rise but probably not a hill to die on if your contract ends in August.
Ask to see the job description of whoever you're managing so you know what activities you'll be managing.
You now have line - management experience on your CV.

If you don't already know, I would want to know why you are being asked to manage them when you leave in a few months. Not only is it incredibly poor form - but it also, presumably, provides that person no continuity of line-management (which is important, despite what people say) - and I would be very nervous about taking this on. Presumably there are other, longer-term members of staff who could do it? So why you?

As you mention grade, I'll assuming Civil Service. And in that case, I would 100% consult your Union Rep and I would do everything you could to avoid it. The only times I know of this being sprung on people (at random) in the Civil Service, is when the linemanagee either has some serious issues with current management or there is a serious issue with them. And in either case, I would not want to be wading into that.

Even if you're not CS, I would be very unhappy with this. It shows a distinct lack of basic management understanding, the importance of continuity in line-management and a lack of care for that person (given they will, at a minimum, end up having three managers in a year).

I would strongly argue against this on the basis it's not fair on the direct report to have you as a line manager for two months. Especially if they are brand new to the organisation, they need a manager they can build a relationship with.

Why do you want to be kind but firm?

My best managers have been supportive and encouraging.

By firm I assume you think they will need performance managing or monitoring of some sort.

I’m not in the CS but your point still stands about how it’s not ideal for someone to have multiple line managers in a short space of time. In my case, I think it’s more a gap-filling situation than anything covert - my role is a maternity cover and the person I’m covering returns mid-August and this new colleague just joined this week. So I’m the only person around with enough context and seniority in the meantime. There was no formal update to my job title or salary, which is part of why I raised an eyebrow too.

Really appreciate you flagging the union angle and broader implications, it’s validating to know I’m not overthinking how this was handled.

I definitely want to be supportive and encouraging. When I said kind but firm, I meant more in terms of clarity and boundaries, rather than anticipating any performance issues. I’ve seen how unclear expectations or inconsistent follow-through can make things harder for everyone so I’d like to strike a balance between being approachable and still making sure we’re both on the same page, especially given my short time left in post.

You are right to strive for clarity. Noone ever complained that their line manager was too clear about they wanted. Clarity of Why and What outcomes you expect allows you to give people autonomy about How they deliver.