How to Hit The Ground Running as a New Manager

  • Ezra
  • January 12th, 2022

Becoming a manager for the first time can be daunting, as can moving to manage a new team in your organization, so make sure you get off to the right start with these top tips from Ezra’s leadership experts.

How to Hit The Ground Running as a New Manager

Whether you have been promoted to manager for the first time or taking on a new team, here is how to ease into your new role while gaining the respect of your team.

Delegate your way to success

You are no longer someone who has to check off their to-do list. Now you are a leader, and you are also a coach. It is your job to try and help other people succeed. A part of that is learning how to delegate more effectively. It is easy to fall into the habit of trying to do everything yourself. This is especially true when you are faced with an assignment you’ve done many times before, or if you have a system that you know how to use confidently. Either way, you need to let go of trying to tackle every task alone. The better you become at delegating, the more you can focus on reaching your goals.

Get familiar with complexity 

Did you know that in the US alone, employees spend 2.8 hours every week engaged in conflict? A large part of being a manager is learning how to deal with conflict, and help your team find resolutions. Your instinct might be to look the other way, hoping that the situation will resolve itself in time. Confrontation can be uncomfortable and many managers are scared of hurting the feelings of their subordinates. If you want to be a good manager, practice empathic listening by acknowledging the way they feel and try seeing things from their perspective before coming to a solution.

Trust is imperative

Research has shown time and time again that when someone feels trusted, they often put in extra effort at work and they are also generally much happier in their roles. Prioritize trust-building; have one-to-one meetings and get to know everyone on a personal level. Treating your team members as individuals rather than just parts of your organization does wonders for establishing confidence in both directions and massively helps to build team cohesion, too. Transparency can also go a long way when it comes to building trust. When decisions are made, speak about them openly, whether they are negative or positive, and listen to the feedback your team gives you.

Timely feedback is important

According to a survey by OfficeVibe, 96% of employees say they want to receive feedback regularly, rather than just at performance review time. Don’t be slow with feedback when it is asked for, and definitely don’t wait to give suggestions until after a project is complete – team members can’t time travel! Having to redo work because of a slow feedback loop from management builds resentment and damages confidence, so if you’re asked for input then do everything you can to make sure that you feed back immediately.

Remember to ask for feedback too

As a manager, it’s equally important to ask for feedback as giving it. Assessing strengths and the weaknesses as a manager is crucial. You cannot expect your team to grow if you are not committed to growing yourself. Ask your team for constructive feedback and to make sure that you are being the best manager you can be. 

Consider finding a coach or mentor

Here is some good news for you – the problems that you are facing are likely not new problems. The likelihood that someone in your industry has gone through the same growing pains that you are right now is pretty large.

It doesn’t matter if you are trying to deal with an employee who is underperforming, or if you have an employee going above and beyond in hopes of work benefits that are never going to come – find a mentor or a peer “buddy” to bounce ideas off and you’ll get access to a wealth of advice. Even better, see if you can get access to leadership coaching to help your transition to management – a coach will have the experience and expertise to help you to tackle challenges as you encounter them, as well as ensuring that you can continue to develop in your new role.

Don’t get discouraged

Issues will arise, but don’t get discouraged. At the end of the day, you are a new manager, and you are not expected to know everything. Even if you are an experienced manager, you still can’t be expected to know everything. Graciously accept feedback, ask for help if you need it and own up to the mistakes you make. If you can do this, then you will be less overwhelmed in your new role.

If you’ve got new leaders stepping up in your organization, make sure to give them the best possible start with Ezra’s world-class employee coaching, built to fit into today’s working life. We’ve redesigned leadership coaching for the modern age to help transform people through affordable, scalable and high-impact solutions, with equitable access through our world-class coaching app. Find out today how digital coaching could make a big difference to your organization.

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