Challenges are inevitable in new roles as you develop and grow within the role. But how do you know what these issues are in order to learn. We have identified 10 potential hurdles new managers may face when taking on the challenge.
Communicating Effectively with your Employees
Building the communication with employees offers you a strong foundation when you start your new role as a manager. Collaboration and teamwork are key when it comes to managerial roles, but the quality of your communication within your teams is key to handle different employees. When becoming a new manager, you need to implement new communicative dynamics for all employees, to identify the strengths and weaknesses of your team.
Make Sure you Shift Your Mindset with the New Role
Shifting your mindset from being an employee to a manager can be tricky when your focus as an employee was completing your tasks that you’re assigned. Now, your focus is to support your employees to complete their tasks within specific time frames. You’re now a leader with people who rely on you to support the progression of their career. It’s your job to oversee and coach the team, which usually involves developing soft skills.
Pressure to Perform as a New Manager
There are many pressures when becoming a new manager and one of them can be the pressure to perform well. This isn’t just from your peers, it can also be personal pressure as you want to show why you got the job in the first place. You must remember that you were chosen for a reason and that leadership doesn’t happen overnight. It’s a learning curve where on-the-job training and experience is essential.
From Colleague to Boss…
If you’ve been promoted internally for this new managerial position, the chances you will have previous colleagues in your team is high! This is very common when it comes to internal promotion but that doesn’t make it less awkward. Just because you have gained this new title, doesn’t mean you are less of a team member. Leadership means collaborating and working as a team as well as being there for the members who need the support in order to achieve success.
Remember You Have Employees to Manage… So, Manage Your Time Wisely
Becoming a new manager means added workload, added team members to manage and added pressure to complete these tasks. Completing tasks is important but managing and supporting your team should be your priority, as a happy workforce means they are motivated and productive.
Set Clear Goals
One area for a new manager to come to terms with is the necessity of guidance and motivation for your employees to succeed. To achieve this, you must ensure your team have clear directions and goals in order to perform well. When setting these goals, it’s essential to involve your team, to get a sense of their needs instead of assuming what’s achievable. Employees are keen to see how their work contributes to the greater objectives of the organisations, and so keeping these goals transparent and open will increase productivity.
A key challenge for any manager is to motivate their staff to increase productivity in the workplace. As a manager, you must get to know your team and understand that they all work in very different ways. This varying mix of likes and dislikes can be difficult to manage. Adjust your managing skills to include everyone. To do this, hold daily meetings where everyone in your team can discuss tasks, uncertainties and any other order of business they may want to share. This helps employees focus and set their goals for the day. It also helps with deadlines as they’re aware how their tasks can affect other team members in completing theirs.
Hiring New Team Members
Hiring someone and bringing them into your team is a big decision which shouldn’t be taken lightly. If you are not sure about someone’s skills or mindset then don’t fear asking for help and advice in order to make the right decision, as a bad hire can be a waste of time, money & can demotivate your existing team members. Culture is a huge aspect when hiring someone and you must consider whether your prospective candidate will fit within your culture and not just their abilities.
The Dreaded Firing of an Employee
Letting a team member go is a difficult decision and takes a lot of thought before you go ahead with it. Once the decision is made, then you must ensure it’s carried out in the most appropriate way possible to protect yourself, the company and the employee. One thing many managers forget when letting someone go, is the skills gap you will inevitably have once that individual has left, try setting a contingency plan in place for work and tasks to be completed as well as supporting the existing team members who may be picking up this extra workload.
As previously mentioned about being a leader, you must be transparent. This is especially relevant with terminations, with open conversations to reassure your team and keep them motivated. Encourage them to come and talk to you with any queries and discuss them as openly as possible. This creates the right sort of culture you want within your team, as it hopefully should work both ways.
Don’t be Afraid to Ask for Help
The higher up you get within the hierarchy, the more you are expected to know. However, it doesn’t work like that and sometimes there are things you may not be sure on. Most of the time you will know the answer to your team members questions, but there are some industry specific queries you may not. This is where managers shouldn’t be afraid to ask for advice when you need it the most. Find someone who will be able to answer those questions you are being asked from your team. Ask for help and you’ll get the situation resolved in no time.
Here at Connect Training we offer a safe environment for new managers to train and improve their soft skills in order to perform well within their new role. We provide live 2D role-play simulation training with a number of scenarios to choose from. This means you can practice letting someone go or improve your interview skills. To find out more about our 2D virtual reality training, click here.