5 Tips for Supporting New Managers
Transitioning from an individual contributor to a first-time manager is a significant career milestone, but it comes with unique challenges. New managers must quickly adapt to their expanded responsibilities, develop leadership skills, and avoid the urge to slip back into their old role.
There is a startling lack of support for employees entering a managerial role. Just 37% report receiving any initial managerial training when they started in the position.1 This is part of the reason new managers are more likely to leave in the month following a promotion than if they had not been promoted at all.2 To ensure the success of new managers, organizations need to provide the right support and resources. Here are key strategies to help first-time managers thrive in their new roles.
1. Set Clear Expectations
Clearly define what success looks like in this new role and reach alignment. New managers should have an outline of responsibilities, but also behaviors and competencies expected of a person managing others. Don’t forget to clue them in on leadership norms of the organization which may be less formal. For example: “we hold monthly one on ones with all team members and let our staff know what comes out of leadership meetings.”
Setting expectations does not mean telling new managers what to do. It often means aligning on the best outcome and giving them leeway and guidance to get there on their own. Use mistakes and mishaps as learning moments that cultivate continuous improvement for the new manager. Instead of telling a new manager what to do, consider instead asking the right questions so they can get better in the future. For example, if the new manager is not meeting expectations, you could say “That wasn’t the outcome we were looking for. What are your thoughts? What would you do differently? What was the biggest challenge you faced?”
2. Provide Comprehensive Training
Leadership skills are not always intuitive, and first-time managers benefit greatly from formal training programs. These programs allow new managers to have a common vocabulary with leadership. First, identify what skills you want your managers to learn, then either develop training to teach these skills, or partner with an external vendor. Workshops and courses for essential management skills might include:
- Handling challenging conversations
- Providing meaningful feedback
- Managing performance
- Interviewing skills
- Holding others accountable
- Delegation and empowerment
- Employment law essentials
- Coaching
Swift HR Solutions facilitates workshops on many of these important topics.
3. Emphasize Effective Delegation
The tendency for new managers is to return to their comfort zone and begin doing the work for their team rather than focusing on managerial responsibilities. This transition away from being an individual contributor is often one of the biggest challenges. Help new managers understand that success in their new position requires different skills and abilities than those of their team members. If a manager continues to do the work of the team, they lack oversight, are ill-equipped to address systemic issues, and lose credibility and trust of the team.
Teach new managers how to prioritize tasks and delegate responsibilities effectively. Encourage them to focus on high-impact activities and trust their team members to handle delegated tasks.
4. Encourage developmental partnerships
As new managers transition into leadership roles, they often face a steep learning curve. One way to accelerate development is to form strong relationships with more senior leaders who have “been there and done that.” Encourage new managers to pursue a mentoring relationship and reach out to seasoned leaders for guidance as well as collaborative problem solving. Mentors can offer guidance, share their experiences, and provide valuable insights into navigating the challenges of leadership.
5. Facilitate Feedback and Communication
Schedule regular check-ins with new managers to review their progress, discuss any issues, and provide feedback. Frequent communication helps identify and address problems early on. Make sure your feedback is specific, and find out if any additional support is needed to help them thrive.
Encourage new managers not only to provide clear and meaningful feedback, but also to ask for it from their team. This comprehensive feedback can highlight strengths and areas for improvement. For example: a manager could ask a team member, “please share one thing I could do differently to be a better manager for you.”
92% of employees say that constructive feedback when delivered appropriately and timely is effective in improving performance.3 People want to know if they are not meeting expectations and what they can do to improve
Supporting first-time managers is crucial for their success and the overall health of the organization. By providing comprehensive training, mentorship, a supportive environment, and clear expectations, you can help new managers navigate their roles effectively. Encouraging time management, facilitating feedback, promoting work-life balance, and recognizing achievements will further empower them to lead their teams confidently and competently. Investing in your first-time managers not only aids in their development but also fosters a culture of strong leadership within your organization.
1 – Middle Manager by the Numbers
3 – Your Employees Want the Negative Feedback You Hate to Give