Stepping into the role of a first-time manager can be an intimidating experience and you may be feeling a mix of emotions. You may feel excited to have the opportunity to lead a team but also overwhelmed by the responsibility that comes with it.

But don’t worry, you’re not alone. Research by Grovo has shown that as much as 87% of managers wished they’d had more training before assuming their leadership role, 58% never received any formal management training, and 44% felt unprepared for their role. It’s a big responsibility to lead a team and ensure that everyone is working together to achieve the goals of the organization.

To help you navigate this exciting new journey, we’ve put together six key tips that will set you up for success. By following them you’ll be on your way to becoming a leader that fosters a culture of growth and collaboration.

Tip #1) Lead by Example

Your attitude and behavior can have a significant impact on how your team performs.

Remember, actions speak louder than words, so make sure your actions are sending the right message. If you want your team to be punctual, be punctual. If you want them to be respectful, be respectful. If you expect your team to work hard and be accountable, then you need to model that behavior yourself.

Taking initiative goes far in inspiring others to put forth their best efforts each day! You can inspire your team to work hard and be their best selves by modeling the behavior you want to see. Demonstrating hard work and dedication towards projects sets a positive tone throughout the office, showing employees that you expect the same level of commitment from them as well.

“A leader is someone who demonstrates what’s possible.” – Mark Yarnell

Tip #2) Establish Expectations

As a new manager, it’s important to acknowledge the fine line between being friendly and maintaining professional boundaries. Yes, you want to have a friendly and approachable relationship, but you also need to maintain a level of professionalism and make it clear what behavior and performance you expect from your team. This means defining your expectations for their behavior and performance, as well as what you are willing and not willing to tolerate.

If team members become too comfortable with their manager, they may push boundaries, become complacent, or won’t follow guidance. Moreover, managers who become too friendly with their team members may find it difficult to make tough decisions or hold team members accountable.

Although socializing outside of work can have a positive impact on workplace relationships and team cohesion, excessive socializing can lead to boundary violations and favoritism, which can be detrimental to team dynamics. This is one of the areas that is hardest for new managers because they are often leading their former peers and people that they have developed friendships with. Excessive socializing outside of work can lead to favoritism and resentment among team members who feel they are not receiving equal treatment. It’s best to avoid exclusive and cliquish socializing.

Tip #3) Don’t Take Sides

Your job as a manager is to be a mediator and help resolve conflicts that arise within your team and find a resolution that is fair to everyone involved. If a conflict arises within the organization, make sure you don’t take sides but rather remain impartial while still committing to resolving the problem at hand. Remaining unbiased will help you gain the trust of your team and create a positive work environment, while taking sides can create resentment and damage relationships.

When disagreements do happen, try to foster constructive conversations that allow both parties to express their views without attacking each other’s ideas or intentions in any way. Open dialogue creates understanding between individuals and helps identify solutions that are mutually beneficial for all involved. Maintain a neutral position by listening to both sides of the story, strive to treat everyone on your team equally, and make objective decisions about how to move forward.

For more information about navigating conflict, check out my podcast, Episode 125, “Navigating Conflict at Work – with Sarah Albo.”

Tip #4) Offer Support & Feedback

Your team needs you to answer their questions, provide guidance, and offer feedback on their work so that they are equipped with the knowledge and information they need to succeed. Regular check-ins can help you stay connected with your team and ensure that everyone is on the same page while also reducing the number of times you get sidetracked with “quick questions” throughout the day.

It also means offering constructive feedback that can help your team members grow and improve.

When you provide constructive criticism, make sure it’s specific and actionable, so your team members know exactly what they need to do to improve.

It’s also important to remember that feedback isn’t always constructive or about how to improve. It’s also important for your team to receive positive feedback and praise. Giving employees recognition for a job well done can also boost morale and create an atmosphere of appreciation within the organization.

Grab the Ultimate Feedback Guide here!

“To handle yourself, use your head; to handle others, use your heart.” – Eleanor Roosevelt

Tip #5) Encourage Open Communication

As a manager, you need to create an environment that encourages open communication. Not only is good communication an essential component of every successful team, but when your team members feel heard and valued, they are more likely to feel motivated and engaged.

Encourage your team members to communicate openly with you, and with each other. This means listening to your team members’ concerns and ideas and providing them with the resources they need to be successful.

Create a safe space where everyone feels comfortable sharing their thoughts and ideas. Avoid shutting down ideas or sharing your opinion first which may make your employees less likely to speak up.

“The art of communication is the language of leadership.” – James Humes

Tip #6) Aim for Collaboration

Collaboration is key to any team’s success. When everyone is working towards a common goal, you can achieve great things. In your role as a manager, you need to foster a collaborative culture within your team. This means encouraging your team members to work together, share ideas, and support each other.

When your team members work together toward a common goal, they can achieve more than they could individually. Encourage your team members to share their expertise and work together to find creative solutions to problems. Intentionally pair people up or assign a more senior member as a mentor or guide to a junior team member.

To learn more about how to create a strong team culture, check out my podcast, Episode 137 “How to Create a Strong Team Culture – with Gustavo Razetti.”

“As we look ahead into the next century, leaders will be those who empower others.” – Bill Gates

Conclusion:

While stepping into a new manager role can feel overwhelming, applying these six tips can make your journey smoother. You will be better set up to create a positive work environment, build strong relationships with your team, and achieve your organizational goals.

By leading by example, establishing boundaries, not taking sides, offering support and feedback, encouraging open communication, and aiming for collaboration, you can set yourself and your team up for success.

To learn more about our leadership training programs for first-time managers, click here.

Sources:

1. a) https://www.entrepreneur.com/leadership/research-shows-that-your-first-time-managers-arent-ready/309052
2. b) https://press.careerbuilder.com/2011-03-28-More-Than-One-Quarter-of-Managers-Said-They-Werent-Ready-to-Lead-When-They-Began-Managing-Others-Finds-New-CareerBuilder-Survey

Bill Gates quote: https://financialpost.com/personal-finance/business-essentials/bill-gates-identifies-being-able-to-empower-others-as-a-defining-leadership-trait

Bernard Baruch quote on communication and leadership: https://www.brainyquote.com/quotes/bernard_m_baruch_401263

Being a first-time manager can be a daunting task. Entering a managerial role for the first time requires patience, good communication skills, and an understanding of the expectations from those you manage. To help any first-time managers successfully navigate through this new position, here are three pieces of advice:

Tip #1: Establish clear lines of communication

Good communication is essential in any professional setting, but especially as a manager. To ensure that expectations are clear and tasks are completed on time, it’s important to set up consistent and specific channels of communication between yourself and your employees. This can help ensure that everyone is on the same page when it comes to what needs to be done and how they must go about doing it.

One way you can get off to a fast start when it comes to establishing clear lines of communication is by setting up weekly team meetings to discuss current projects and expectations. Weekly team meetings also provide a platform for everyone to voice their thoughts and address any issues that need to be resolved.

You could also do deep dives in individual 1-on-1 meetings with your direct reports. They give you the chance to get to know your direct reports on a more personal level. During your meetings, you’ll be able to understand their strengths and weaknesses better and provide valuable feedback that can help them grow and develop professionally. Additionally, 1-on-1s are great for tackling any issues that may arise between employees or in the work environment more generally. They also allow direct reports to have a forum where they feel comfortable sharing ideas or proposing solutions.

Holding weekly team meetings and recurring 1-on-1s with direct reports isn’t just for creating open lines of communication, it can also help create focus time within your week. During these meetings, team members can come together to discuss any potential issues or ideas that may require further attention. This allows for everyone to be on the same page and reduces the amount of time you’d otherwise have to spend reaching out individually. Furthermore, having a dedicated meeting time each week will reduce distractions during other tasks, leading to better productivity for you and your direct report.

Additional Resource: E42: How to Run 1-on-1 Meetings Your Direct Reports Actually Enjoy

Tip #2: Show appreciation

A little recognition goes a long way in the workplace. Whether it’s saying thank you after receiving a report or giving out bonus incentives for hard work—showing your employees that you recognize their efforts can foster an environment of motivation and trust between them and yourself.

When it comes to showing appreciation, new managers can use tactics such as providing verbal recognition for a job well done, giving out bonus incentives when appropriate, and hosting team-building activities to create a positive work atmosphere.

As for showing appreciation, Dr. Gary Chapman and Dr. Paul White developed the “5 Languages of Appreciation in the Workplace” as a framework to understand how individuals prefer to receive appreciation and recognition in a professional setting. These languages are based on their earlier work on the “5 Love Languages,” adapted for the workplace context. We recommend considering these different options and offering a range of different types of appreciation to your direct reports.

Here is a summary of the 5 Languages of Appreciation:

1. 1. Words of Affirmation: People who appreciate this language value verbal recognition and praise. They feel most appreciated when they receive spoken or written affirmations, compliments, and encouragement for their efforts and contributions.
   2. Acts of Service: Individuals with this appreciation language feel valued when others help them with tasks or provide practical support. Actions such as assisting with workload, offering assistance, or going the extra mile to make their work easier are meaningful to them.
   3. Quality Time: Some individuals prefer spending quality time with their colleagues or superiors to feel appreciated. This means having meaningful interactions, one-on-one discussions, or team-building activities that foster a sense of connection and camaraderie.
   4. Tangible Gifts: For those who value tangible gifts, physical tokens of appreciation, such as gift cards, small presents, or symbolic rewards, are most meaningful. These items serve as tangible reminders of recognition and gratitude.
   5. Physical Touch: This language involves appropriate physical gestures like handshakes, pats on the back, or other non-invasive forms of touch. While this language is less common in the workplace due to professional boundaries, it can still be used in some situations.

When you make sure that all team members feel valued for their work will help build relationships and create a positive work atmosphere. Showing appreciation in the workplace doesn’t have to be hard or time-consuming – taking small steps such as acknowledging achievements or celebrating milestones goes a long way towards creating a positive working environment where everyone feels valued and motivated!

Additional Resource: Episode 173 – Must Know: The Languages of Appreciation at Work – With Dr. Paul White

Tip # 3: Help your directs build their skills & progress toward their career goals

As a leader, take an interest in each employee’s career development by offering tailored guidance on how to improve their individual strengths or weaknesses. Taking time to focus on the development of these skills helps build loyalty among your staff as well as promote growth within the company in the long run.

When helping their direct reports build individual skills, new managers can offer mentorship sessions to discuss career goals and development plans. 1-on-1 meetings are a great time to do this because it gives both parties a chance to discuss individual goals and career aspirations. During these meetings, have an open discussion about where employees want to be in the future and what steps they need to take in order to get there. Plus, talk about your directs’ strengths and use the time to go over challenging tasks that stretch their comfort zone.

Be transparent about promotions, raises, and job openings within the company. This provides employees with an understanding of how they can advance within the organization and gives them an idea of what qualifications or experience is necessary for higher positions down the line. Encourage directs to take relevant courses or workshops as part of their growth plan and provide any necessary resources they need in order to do so. Offer online classes, seminars, workshops, or other learning opportunities that can provide valuable skills related to the industry they work in or directly with their job function. Additionally, consider providing mentorships or pairing more experienced staff members with new hires to increase knowledge transfer between departments within the organization.

By taking small steps such as regularly meeting with each direct report or developing clear pathways for advancement within your company, you can create an atmosphere where employees feel supported and motivated towards achieving their career goals!

Turn your 1-on-1’s from time wasters into the most valuable meeting with your directs with this course, “How to Hold Successful 1-on-1 Meetings.”

Overall, these 3 tips should give first-time managers more confidence in transitioning into the role successfully while also helping them create strong working relationships with their team members and management alike. In conclusion, developing clear communication channels, showing appreciation towards achievements, and building individual competencies can go a long way in ensuring successful management practices overall!

Be sure to connect with us on social media for daily leadership inspiration and advice.

To learn more about our new manager training programs, click here.

Congratulations on your promotion to manager! You’ve worked hard to get to this point, and now you have the opportunity to make a bigger impact on your team and organization. However, transitioning into a leadership role can be a daunting task, especially if it’s your first time. That’s why we’ve put together five fast-action tips to help you hit the ground running and set yourself up for success.

According to a survey conducted by CEB (now Gartner), 60% of new managers underperform or fail within their first two years in the role. We are on a mission to change this and give every first-time manager a fair chance to succeed. Below are five tips based on research, data, and the wisdom of some of the most respected leaders in business and management.

Tip #1: Clarify Expectations

One of the most important things you can do as a new manager is to clarify expectations with your team. A study by Harvard Business Review found that 70% of employees say they are more engaged and motivated when they know what is expected of them at work.

You need to communicate what is expected of them and what they can expect from you. This includes:

• • setting clear goals and behavioral expectations
  • outlining roles and responsibilities,
  • as well as establishing deadlines.

Be sure to communicate these expectations early and often to avoid confusion or misunderstandings. Doing this upfront will make sure everyone is on the same page from the start and eliminate confusion down the line.

Tip #2: Ask for Input

As a new manager, it’s important to recognize that you don’t have all the answers. You need to rely on the expertise and experience of your team. Asking for your team’s ideas shows their opinions matter, which encourages employee engagement and creative thinking within the organization.

Consider setting up brainstorming sessions or quick polls among your team to gauge interest in new projects or get feedback on existing ones. Encourage your team members to provide input and ideas, and be open to feedback. By doing so, you’ll foster a culture of collaboration and continuous improvement.

Dig deeper into having a curiosity mindset in Episode 77, “Curiosity: Your Doorway to Positive Relationships & Collaborative Leadership – with Alison Horstmeyer.”

“Great leaders are willing to learn from anyone who has something useful to say.” – Jack Welch, former CEO of General Electric.

Tip #3: Be Decisive

As a leader, you’ll be faced with many decisions, both big and small, and your ability to make urgent decisions quickly is an important part of managing a successful team.

A study by McKinsey found that decisive leaders are 12 times more likely to be high-performing than those who are slow to make decisions. Being able to make urgent decisions quickly, even when risks are involved or when adversity is expected, ensures that tasks are completed in a timely manner with minimal delays or confusion among team members.

To help improve your decision-making skills, there are two things you can do. First, be intentional about avoiding indecision or analysis paralysis, as this can lead to a lack of progress and frustration among team members.

While it is okay to take time to consider options, be sure not to procrastinate too long when time is of the essence. Once a decision has been made, be sure to communicate your decisions clearly and explain the reasoning behind them. This will help your team understand the decision and feel more engaged and invested in the process.

Secondly, delegate decisions to empower your team and ensure objectives are met. Poor delegation skills can have negative impacts on both management and employees. As a new manager, take the time necessary to properly delegate decision authority where applicable.

Being decisive is less about making rash decisions, and more about being intentional with your time in the decision-making process. Through avoiding indecision and delegating ownership and the agency to make decisions when possible you will be able to make timely decisions that are well-informed, thoughtful, and effective. This means you can prevent delays and frustrations for yourself and your team.

“Leadership is about making decisions and the right decisions are those that are made with the best information and with the best intentions.” – Colin Powell, former U.S. Secretary of State.

Tip #4: Focus on Solutions, not Problems

According to a study by the University of Pennsylvania, a positive work environment leads to a 31% increase in productivity. Whether the problems are due to technical errors, inefficient processes, or interpersonal in nature, the sooner problems such as these are addressed, the better. Choosing to ignore them will only cause them to increase in size or escalate over time, which ultimately damages relationships and erodes trust.

It’s essential for new managers to shift their mindset from being problem-oriented to solution-focused. This means that instead of dwelling on the problem, you start by asking, “What can we do to overcome this challenge?”

Shifting this perspective not only empowers both you and your team but it creates a more positive and proactive work environment. Your team members will feel encouraged and motivated by a culture that fosters problem-solving and innovation, which in turn drives your organization to continuous improvement.

Another reason it is important to focus on solutions is because it demonstrates your ability not only to identify problems but to take decisive action to solve them. This can open doors for career growth and opportunities to increase your value as a leader.

For more information about how to respond when your direct reports vent, be sure to listen to Episode 95, “Do You Validate or Elevate Your Directs?”

“The greatest leader is not necessarily the one who does the greatest things. He is the one that gets the people to do the greatest things.” – Ronald Reagan, former U.S. President.

Tip #5: Listen to Your Team

Finally, it’s crucial to listen to your team members. They are the ones doing the work, and they often have valuable insights and ideas. According to a study by Harvard Business Review, employees who feel heard are 4.6 times more likely to feel empowered to perform their best work. Be sure to listen actively and attentively, and avoid interrupting or dismissing their ideas.

When you take the time to listen to your employees and consider their perspectives when making decisions, it will help create an environment of trust and respect between the team and the management, enabling better collaboration and higher productivity overall.

By doing so, you’ll create a culture of respect and trust.

“The best leaders are the best listeners.” – Chris Hadfield, former astronaut and author.

For more information on how to navigate your first 30 days as a new manager, check out Episode 58, “Your First 30 Days as a New Manager.”

Sources for the data, statistics, and quotes mentioned in the blog:

Tip #1:

• Harvard Business Review. “The Neuroscience of Trust.” (2017). https://hbr.org/2017/01/the-neuroscience-of-trust
• Buckingham, Marcus. “First, Break All the Rules.” (1999).

Tip #2:

• Deloitte. “Global Human Capital Trends.” (2017). https://www2.deloitte.com/content/dam/insights/us/articles/HCTrends_2017/DI_HC-Trends-2017.pdf
• Welch, Jack. “Winning.” (2005).

Tip #3:

• McKinsey & Company. “The Decisive Advantage.” (2013). https://www.mckinsey.com/business-functions/organization/our-insights/the-decisive-advantage
• Powell, Colin. “It Worked for Me.” (2012).

Tip #4:

• University of Pennsylvania. “Positive Organizations: The Science of Happiness and Productivity.” (2016). https://positivepsychology.sas.upenn.edu/files/Positive-Organizations-White-Paper.pdf
• Reagan, Ronald. “Ronald Reagan: How an Ordinary Man Became an Extraordinary Leader.” (1999).

Tip #5:

• Harvard Business Review. “What Great Listeners Actually Do.” (2016). https://hbr.org/2016/07/what-great-listeners-actually-do
• Hadfield, Chris. “An Astronaut’s Guide to Life on Earth.” (2013).