One of my friends has been complaining that her team is running wild. 

Much as I love her, I know that this is happening because when my friend took over the group a few months ago, she really wanted her new reports to like her, so she put up with a lot from them.  They would tell her they weren’t going to do an assignment because they didn’t want to, and instead of adhering to a regular 9-5 work schedule, they came and went as they pleased.  And except for venting to me, my friend didn’t say a word. 

No one ever said management was easy, and if you want to be successful at it, you have to get started on the right foot.  When you are assigned a new report, sit down with him for an informal conversation.  Taking the employee to lunch is a nice touch and will give you the chance to get to know him.  Use the opportunity to let your employee know right off the bat how you prefer to work and what you expect from him. 

Communicate your boundaries for acceptable conduct and performance as soon as possible.  For example, clue your new report in right away if your company is super-strict about arriving to work on time.  The first time he slips, subtly let him know that there will be consequences if the behavior continues. 

My friend was worried about being perceived as the bad guy.  She thought she’d just wait until their performance evaluations to tell her team exactly what was bugging her.  Remember, folks, that employees prefer straightforward, timely feedback to mixed messages, passive-aggressive slighting, or a bad review that comes out of nowhere.  Your report may not always love what you have to say, but he can’t fault you for delivering constructive messages as his manager.