A manager needs to realize that the team members that he is now managing have seen him as one of them till recently. To earn respect in their minds, he needs to lead by example and demonstrate his competencies that convinces them that he is a good manager.
A very effective method to break the “He vs. Us” attitude that the team most often nurtures against a team manager is by unofficially handing over to them some control on their workings and functioning, even if the team members don’t have any of these powers of autonomy in writing as their duties or responsibilities.
Sometimes, the team members will have more technical knowledge and experience than the manager itself, however that shouldn’t deter the manager from asserting himself, because his job is more related to applying soft skills and coordination. A person can acquire technical skills, however no amount of technical expertise can substitute leadership skills.
It can be sometimes frustrating to find people not performing up to their potential. However, a manager should resist the strong temptation of expressing his frustration, either in speech or via his body language to the team members.
Sometimes, getting upset in adverse situations is totally justified; however, a manager should practice not exhibiting his emotions in front of his team, which will influence his team to also follow suit and behave professionally.
The biggest challenge for any manager is to keep his team motivated, especially if it is a team working in an ongoing process. The reason such teams quickly get demotivated is also due to the absence of any career opportunities, monotonous work and fixed pay.
Some managers request their management to split the annual bonus to be given to the team into multiple portions, like quarterly bonuses. Regular incentives, recognition and praising also helps in motivating such teams.