What should I be aware of when interviewing for role as manager in a new management level?

[Parapa]

I am looking at a role in a department that has grown. The role consists of being a manager for part of the department. The colleagues in this new department at the moment report directly to the top manager (extra layer of management put in).

I can see that there could be a number of issues here (eg being by-passed by team members, being micromanaged by manager...). I was also asked about this in interview. So I was hoping the MN hive mind can help me understand what the pitfalls can be here, and any advice of what has helped others in similar situations. Or would it be a straight no for you?

Other than that, at the moment I have a good impression of the potential manager, but at the moment have taken a role which is not quite working out for me, so want to make sure I can ask the right questions at interview and know what to be aware of and not make the same mistake again!

based on your OP, i think you need to be a lot clearer and more succinct in your communication style

Oh wow. Thanks...

I know you're right though.

Have you already had an initial interview and you're preparing for a second stage interview?

@owladventure: I have had 2 interviews and preparing for the third and last interview.

I think your OP is pretty clear and succinct? PP is being quite unfair.

In terms of the role, personally I wouldn't enjoy having to define a new management role with senior and junior colleagues. It's a big job, and if you don't have the appropriate support from above that could be challenging. Senior management won't want to give up/ delegate the rewarding parts of their existing management responsibilities, so you could end up being stuck with all the shit.

Have you asked them how their performance assessment will be made?

@ClaudiaWankleman : They asked me if I am aware of any issues that could arise in such a situation. I asked it back and got a waffley answer back, which is what raised my spidey-senses a bit and want to dig a bit deeper.

I have not asked that question - and have never asked it either! Have you asked it in interviews? If so what did you learn?

I have asked the question - usually preceded by a 'what do the first couple of months in the role look like?'. I'd suggest you maybe ask them what they need the new management to have achieved within the first year? If they can't give you a concrete answer I'd be unimpressed.

I've (as of last week) just bagged myself a new job and was really pleased when I asked a similar question and got real life concrete examples - for a role like you're describing I would expect them to say something like 'Within a year you will have defined the reporting lines and will be presenting upwards to management at our monthly MI meeting. You'll need to suggest solutions and then negotiate with Claire on the budget for next year. Our priority solutions will improve employee retention and knowledge building so those should be your focus'.

I'm sure that they had to put in the business case to create the new role - they should have no problem talking it through with you at a third interview stage. Without it, I'd be really wary of a new middle management role.