12 Tips for New Managers to Succeed At Work
By BTM's Publishing Team
August 2022
You were given a raise because you worked hard. As you move from being an individual contributor to a manager, you may be able to make changes at a higher level in your business, help other people play to their strengths, and set a vision for your team.
It's both exciting and scary. There is a lot of work to be done, and many managers don't get formal training in management before they become supervisors.
So, where do you even start? Here are 12 tips that will help you avoid the most common problems that new managers face.
You put in a lot of work, and it paid off because you got a raise. As you move from being an individual contributor to a new manager, you may be able to affect change at a higher level in your company, let others play to their strengths, and create a vision for your team.
It's exciting and scary at the same time. There is a lot to do, and many managers don't have formal training in management before they become supervisors.
So where even do you begin? Here are 12 tips that will help you avoid the most common problems that first-time managers face.
#1. Start to delegate work.
You aren't merely a doer, crossing things off a list of things to do. As a leader and coach, you now have a responsibility to put others' success first. And doing so necessitates assigning duties.
It's simple to get into the habit of saying, "I'll simply do it myself," particularly when presented with a task you've already accomplished several times or a system you alone are familiar with. However, you must repress the impulse to work alone. Direct reports will take less time to complete an assignment later if you spend more time upfront training them on how to do it.
Delegating shows your staff that you appreciate their contribution and have faith in them to complete the task, which boosts morale. According to Gallup research, managers are mostly in charge of determining how engaged their staff members are. You must provide your staff members with the possibility for professional growth and the ability to pick up new skills. Keep in mind that you fail if your team fails.
#2. Develop your problem-solving skills.
You will undoubtedly engage in some difficult interactions given that Americans spend 2.8 hours each week dealing with workplace disputes.
Your first reaction may be to ignore them in the hopes that things will work themselves out when you do. Perhaps you don't like conflict or don't want to offend a subordinate's feelings. But the longer you avoid a problem, the worse it gets, therefore you need to learn how to handle disagreement in the job.
If a team member approaches you with a concern, pay attention to what they are saying and show empathy. In order to identify the source of the problem and cooperate to find an appropriate solution, it is critical that you respect your colleagues' sentiments and consider their viewpoints.
#3. Accept that your connections have changed.
Conflict at work frequently arises when your connections start to alter. If you were promoted internally, it's likely that the person you used to gossip with is now a direct report or that you're in charge of workers who used to be your peers.
Finding a balance between being a boss and a buddy is difficult, but crucial. You shouldn't let your personal ties cloud your judgment since certain material is too sensitive to divulge. It is therefore preferable to deal with any changes in a proactive manner. Saying something as straightforward as "I cherish our friendship but, as a manager, I need the team to trust me and perceive me as fair and consistent" might accomplish the goal. It won't be a simple talk, but it's one that must be had.
#4.Focus on developing trust in
According to research, when workers believe their bosses have their best interests at heart, they work more and like their jobs more. So it's crucial to give trust-building top priority.
Set up private conversations with each of your direct reports. Ask them about their professional aspirations and how you might assist them in moving forward in their careers during these encounters. Is there a project you can give them or training you can suggest if they wish to develop a certain skill? They will probably feel more involved in the firm if you invest in their future.
Additionally, openness can promote trust. When decisions are taken, be honest with the team about the ramifications and outcomes, whether favorable or unfavorable. Share pertinent information and what you're working on with others, and inspire others to do the same. The team's ability to communicate honestly and openly will increase trust.
#5. Provide timely feedback.
Nearly 60% of respondents, according to a PwC poll, said they would prefer input every day or every week. Don't only wait for the annual review if an employee wants input; be sure to give it right away. If the project is finished, subordinates cannot use the advice, and if you wait to handle the issue, you risk creating new obstacles.
By providing prompt feedback, you provide staff members the opportunity to enhance their output and advance their careers, which in turn fosters trust.
#6. Request input.
It's crucial to try to evaluate your own strengths and limitations so that you may help yourself improve over time, just as you expect members of your team to consistently learn from the comments you offer them.
Asking for constructive criticism from your staff can help you find areas where you can make improvements. Don't be hesitant to do this. This will not only assist you in setting objectives for yourself, but it will also demonstrate to your team members that you appreciate their opinions and have their best interests in mind.
#7. Look for a mentor.
Your issues are probably not brand-new. Someone in your organization or sector has already dealt with an underperforming employee or had to inform an overperformer that the perks he or she desires aren't assured.
Finding mentors that you can ask for guidance or assistance with when problems emerge is crucial for this reason. You may prevent making mistakes yourself by studying their errors.
#8. Keep going and don't give up.
If problems do occur, don't give up. You shouldn't be expected to know everything when you're a new manager. When assistance is required, admit fault and gently accept criticism.
In a new position, it's simple to feel overwhelmed. But when you do, keep in mind that you received your promotion for a purpose.
#9. Develop your leadership abilities.
Although the phrases "management" and "leadership" are sometimes used interchangeably, they really refer to different skill sets. Because of the managerial abilities you exhibit, such as problem-solving, planning, and delegating, you were probably promoted to your new position. Now that you're a manager, you should work on developing your leadership abilities.
A high level of emotional intelligence, great interpersonal skills, and resilience are typical traits among leaders that enable them to better understand the needs of their team members and encourage them to work toward a shared objective. Although not all leaders occupy management jobs, excellent managers are those with good leadership qualities.
#10. Show respect to all employees
Despite being in a higher position, you are not better than everyone else. If you fail to treat everyone with dignity and respect, you'll wind up losing more than just your own self-respect.
#11.Schedule both team and one-on-one meetings.
In order to identify any issues, you are not aware of and to strengthen relationships, you must interact privately with others. Additionally, communication amongst team members is essential.
#12. Be accessible and noticeable
Your team will be more driven to perform well if you are more actively connected with them. People prefer to feel that they are a part of something greater than themselves, and they also need to know that the ship is being steered by a captain.
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