Today, we’re going to tell you what new managers need to know.
We’ll start with this:
“[Becoming a manager] requires fundamental shifts in the way you relate to the people you’re working with.”
That quote comes from the video below which outlines a few major mindset and behavioral shifts you have to make to be a great manager.
After you watch the video, we’ll expand on it by giving you 5 additional tips for succeeding as a new manager.
What New Managers Need to Know
60% of new managers will “underperform” in their first 2 years, according to research conducted by CEB (now Gartner).
By “underperform,” they mean 60% of new managers “drive performance gaps and employee turnover across the entire frontline.”
What new managers need to know, as the video above points out, is that “you’re no longer a doer, you’re helping other people do.”
If you help them do well, then you can prevent falling into that 60% category, and your employees won’t leave their jobs, and their performance will improve instead of decline.
To help people do well, you’re going to need to change how you interact, coach, and deal with your employees.
Here are 5 tips to get you started:
1) Help Your Employees Accomplish Their Tasks
It can’t be stressed enough:
Management is not about you. It’s about everyone else.
Your job is to provide the coaching, direction, assistance, resources, and encouragement that your employees need and crave.
If your team fails, that means you’ve failed.
This is a heavy burden to bear, but if you can bear it, you’ll earn the trust, respect, and productivity of your employees that so many new managers will never get.
2) Don’t Be “Friends” with Employees, Be Friendly
You used to work side by side with the people you’re now managing. You used to be peers, and now you’re their superior.
That’s tough.
You don’t have to sever ties with your existing friends, but you should be extremely careful about making new friends with subordinates.
Since being a manager means you have to hold people responsible for their actions, you’re going to have to have difficult conversations with old friends and new employees who are doing the wrong things.
This can be hard to do if they look at you like you’re one of them.
What new managers need to know is that you can be friendly, but you have to be confident and steadfast too.
Let your employees (and friends) know you’re a mentor and confidant but that you’re not afraid of having serious discussions about their performance and behavior in the workplace.
3) Make Confident Decisions
Managers often fail because they fail to act.
They wait until they know everything they’re supposed to know. Or, they wait until their superior tells them what to do (But isn’t that why you’re a manager?).
Stop thinking and dreading about the “right thing to do” and start making confident decisions.
Fail forward.
The more you take charge (while also taking your employees’ wants and needs into consideration), the more respect you’ll earn from your team.
4) Build on What Was Created Before You – Don’t Tear It Down
The caveat to making confident decisions is to resist the temptation to change everything the previous manager put into place.
Keep in mind that the people on your team helped the previous manager create the current policies. If you start tearing them down to create anew, you’ll reduce your employees’ trust in you.
Instead, ask your employees what they currently like and dislike about workplace policies. Ask them what they want to change or keep.
Getting your employees involved will increase employee engagement and productivity. Plus, you’ll earn their respect and build your credibility as a manager who listens to his employees and takes action on what they say.
5) Review And/Or Create Individual Development Plan Goals with Each Employee
According to Gallup, “clarity of expectations is perhaps the most basic of employee needs and is vital to performance. Great managers don’t just tell employees what’s expected of them and leave it at that; instead, they frequently talk with employees about their responsibilities and progress.”
To clarify expectations with your employees, you should sit down with each one and create or improve their individual development plan goals.
This will help you understand their motivations and aspirations, and will let them know that you have their back and that you care about their success at work.
Bonus Tip: Seek out as Much Training on Management as You Can
The more you learn, the better you’ll manage.
What new managers need to know is that continuous learning, both for themselves and their employees, is the key to success in any field.
Seek out all the tools, resources, and mentors that will help you upgrade your knowledge and refine your skills.
While formal training is important and essential, it’s not always cost-effective or convenient – which makes the cost of Elearning look even better.
But it’s not just cost that makes Elearning so beneficial; it’s also the fact that it uses microlearning to enhance your retention of what you learned.
Even more than that, Elearning programs can be consumed on-demand so you can learn wherever, whenever.
The only problem is, where will you find ready-made Elearning programs for new managers?
Right here at Enterprise Training Solutions.
Discover What New Managers Need to Know Today
We have 12 videos and courses on the essentials of being a new manager that you can watch and apply right now. From living up to your roles and expectations to handling common challenges, our courses will teach you how to tackle a new management position with poise and purpose.
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