Congratulations, you’ve just been promoted. Now comes the hard part.

Making the transition into a supervisory role can be a challenge, especially as you navigate relationships with colleagues (and perhaps friends) who are used to interacting with you in a certain way. How do you establish boundaries without alienating anyone on your team? What’s the most effective management style to cultivate? Here are five tips to help managers find their footing in a new position.

1. Work on your emotional intelligence. Once you’ve stepped into a supervisory role, you should expect to have less “water cooler” talk, according to Natasha Bowman, president of Performance ReNEW and a business consultant and speaker known as The Workplace Doctor. Instead she advises new supervisors to cultivate more inclusive conversations with everyone on their team. “The best way to ensure you have the proper authority is to go out of your way to cultivate work-appropriate relationships with all employees, including those you are least likely to befriend outside of work – don’t play favorites,” Bowman says.

2. Don’t be an authoritarian. “One of the biggest mistakes that new managers make is believing they must crack the whip in order to prove that they’re doing a good job and to gain ‘respect,’” says Davina Ware, a certified career transition coach and founder of Upwardly Paved Path. Instead, Ware recommends remaining teachable and approachable to ensure your team feels comfortable collaborating and sharing ideas.

3. Avoid micromanagement. At first glance, the idea of having a hands-off attitude with your direct reports might appear contradictory, says Deepasha Kakkar, founder and CEO of Crackitt, a design agency that specializes in producing explainer videos and infographics. However, she adds, “The most influential leaders make sure their employees have all they need to succeed – from technical tools to training and professional development opportunities; and after their team has been assembled, they allow them to get to work.” Seasoned employees don’t require – and will often resent – constant progress check-ins.

“The best way to ensure you have the proper authority is to go out of your way to cultivate work-appropriate relationships with all employees, including those you are least likely to befriend outside of work – don’t play favorites.” Natasha Bowman, Performance ReNEW

4. Set clear expectations and give frequent feedback. Micromanaging is not an effective leadership strategy, but that doesn’t mean new managers should avoid giving constructive feedback or showing appreciation to their team. Don’t wait until end-of-year performance reviews to let employees know what they’re doing well and what might need to change. These should be two-way conversations, rather than lectures, Bowman says. Give your team members an opportunity to provide feedback on your leadership style as well.

5. Don’t be afraid to ask questions. Being a new manager can be daunting, but no one expects you to know everything. Rather than try to muddle through, it’s actually a good idea to tap your team’s knowledge base when you don’t have a ready answer. “Your team is there for a reason: to bring unique expertise,” Bowman says. “Use that expertise, and don’t try to be the smartest person in the room.”