The problem with new managers

In the years I have been working on employee engagement and retention - the 'sticky middle' have often been called out by senior leaders as the reason why the business vision isn't being lived by the workforce, and why turnover is high.

What I have seen less of is support for new managers when they need it most - when they accept a role of managing and looking after people.

Research suggests that 70% of new managers fail in the first year - that is huge!

New managers can fail for a variety of reasons, but some common reasons include:

Lack of experience

New managers may not have the necessary experience to effectively manage a team. They may struggle with delegating tasks, providing feedback, and making decisions.

Poor communication skills

Effective communication is essential for successful management. New managers may struggle with communicating expectations, providing feedback, and resolving conflicts.

Inadequate training

New managers may not receive adequate training or support from their organisation. They may not have a clear understanding of their role and responsibilities, or they may not have the necessary skills to succeed.

Resistance to change

New managers may face resistance from team members who are resistant to change. They may struggle to implement new policies or procedures, or they may struggle to gain the trust and respect of their team.

Lack of support

New managers may not receive the necessary support from their organization, such as access to resources or guidance from senior leaders. This can make it difficult for them to succeed in their role.

Supporting new managers

Lets cut new managers some slack and actually effectively support them in the first year (and beyond).

What to do?

1. Provide bespoke training and support that meets the individual manager's needs and not the usual catch all leadership training as this doesn't stick - Leadership Success do a great basic competency training programme that is bespoke to each individual manager
2. Take the manager and their team through experiential training that focuses on working as a team. Such as GiANT OS high performing team training
3. Set clear expectations and goals, and meet with the manager regularly and LISTEN to what they tell you - let it be a meeting where they own the agenda not you
4. Create psychological safety that enables managers to tell you honestly how they feel
5. Encourage managers to seek mentors within the business, or within the sector
6. Provide managers with a professional coach to support their self awareness, confidence and ability to be the best manager possible!

For more information on supporting people as they transition into new management roles do email me barbra@gleecoaching.com or visit www.gleecoaching.co.uk