12 Tips for new managers to succeed

Becoming a new manager can be an exciting yet daunting experience. As you step into a leadership role, you'll face a unique set of challenges and opportunities. Research shows that effective managerial skills have a significant impact on employee engagement, team productivity, and overall organizational success.

In fact, according to a study, managers account for at least 70% of the variance in employee engagement levels. As a new manager, your success not only impacts your career trajectory but also has a profound influence on the engagement and performance of your team members.

So, let's dive into this research-backed guide and embark on a transformative journey that will empower you to succeed as a new manager.

What is the first thing you do as a new manager?

As a new manager, there are several important steps to take to establish yourself and set a strong foundation for your role. When you put your right foot as a new manager, prioritize building relationships and establishing open lines of communication with your team members. Here are a few things that can help you with the same:

Introduce yourself

Take the time to personally introduce yourself to each team member. Learn their names, roles, and backgrounds. This will help you create a welcoming and inclusive environment.

Active listening

Engage in active listening by allowing your team members to share their thoughts, concerns, negative feedback, and ideas. Listen carefully to encourage open and honest communication, and make it clear that you value their input.

Understand team dynamics

Observe and assess the dynamics within the team. Identify the strengths and weaknesses of individual team members and the overall team. This understanding will help you make informed decisions and allocate tasks effectively.

Establish clear expectations

Communicate your expectations regarding performance, deadlines, and standards. Ensure that your team members understand their roles and responsibilities, as well as the goals and objectives they need to achieve.

Support and development

Demonstrate your commitment to your team's growth and development. Provide support, guidance, and resources to help them excel in their roles. Encourage professional development opportunities and foster a culture of continuous learning.

Collaborate and delegate

Foster a collaborative environment by involving your team members in decision-making processes. Delegate tasks and responsibilities based on their skills and strengths, empowering them to take ownership of their perspective and work.

Lead by example

As a new manager, it is crucial to lead by example. Show integrity, professionalism, and a strong work ethic. Be approachable, accessible, and accountable for your actions.

Build trust

Trust is essential for effective teamwork. Be transparent, honest, and consistent in your communication. Follow through on your commitments and actively address any concerns or issues raised by your team.

Assess and adjust

Continuously assess your team's progress and performance. Regularly seek feedback from team members and make necessary adjustments to improve processes and enhance your team's performance.

Foster a positive culture

Create a positive and inclusive work environment where everyone feels valued, respected, and motivated. Encourage teamwork, celebrate achievements, and recognize individual contributions.

Remember that each team and organization is unique, so adapt these steps to suit your specific context and challenges. By prioritizing relationship-building, effective communication, and support, you can see first-time managers establish a solid foundation as new managers and set the stage for a successful tenure.

What is the 30-60-90 rule for a new manager?

The 30-60-90 rule is a framework commonly used by new managers to plan and prioritize their actions and goals within the first three months of their role. It is designed to help managers establish a solid foundation, demonstrate value, and align their objectives with the organization's goals.

In the first 30 days, the focus is on learning and observation. The first-time manager familiarizes themselves with the team, company culture, and processes. They engage in active listening, ask questions, and seek feedback to understand the team's dynamics and identify areas for improvement.

In the next 30 days (60-day mark), the new manager tips and starts taking more initiative. They begin to contribute ideas, make suggestions, and actively participate in team projects. They build stronger relationships with team members, stakeholders, and other departments. They also start implementing changes and improvements based on their observations.

By the 90-day mark, the manager aims to demonstrate tangible results and progress. They take ownership of their role, lead projects, and make informed decisions. They establish clear goals and action plans, aligning them with the team's and organization's objectives. They should also seek feedback, evaluate their performance, and make any necessary adjustments for continuous improvement.

The 30-60-90 rule serves as a guideline to ensure new managers make a smooth transition and achieve early success in their new roles. However, it's important to note that the specific actions and timelines may vary based on the organization, industry, and individual circumstances. Flexibility and adaptability are key in tailoring the rule to fit the unique needs and demands of each managerial position.

What is the biggest challenge for a new manager?

The most significant challenge for a new manager is the transition from an individual contributor to a leadership role. This shift entails building and leading a team, managing relationships with superiors and subordinates, developing effective leadership skills, and mastering time management and prioritization.

Uncertainty and change, acquiring business knowledge, and committing to continuous learning also pose significant hurdles. Overcoming these challenges requires building trust, effective communication, adapting to new responsibilities, and seeking ongoing personal and professional development.

Navigating this transition successfully sets the foundation for a new manager's effectiveness and long-term growth in their managerial career.

New manager checklist

A new manager checklist serves as a comprehensive guide to help newly appointed managers navigate their roles and responsibilities effectively. While the specific items on the checklist may vary based on the organization and industry, the following are commonly included:

1. Understand organizational goals: Gain a thorough understanding of professional goals, the organization's mission, vision, and strategic objectives to align your efforts accordingly.

2. Establish relationships: Introduce yourself to team members, superiors, and colleagues across departments. Build rapport and establish open lines of communication.

3. Learn team dynamics: Observe and assess the dynamics within the team, understanding individual strengths, weaknesses, and roles. Identify opportunities for collaboration and address any existing challenges.

4. Set expectations: Communicate expectations to team members regarding performance, goals, and deadlines. Providing clarity on roles and responsibilities to the team fails to ensure everyone is aligned.

5. Develop a leadership style: Reflect on your leadership approach and develop a top management style that suits your personality while being adaptable to the needs of your team. Foster a positive and inclusive work culture.

6. Prioritize tasks: Identify key priorities and create a plan to address them. Break down larger objectives into manageable tasks and set realistic timelines.

7. Delegate and empower: Delegate tasks based on team members' skills and strengths, empowering them to take ownership and contribute effectively. Provide necessary resources and support.

8. Foster communication: Establish effective channels for communication within the team, promoting transparency and open dialogue. Encourage feedback, active listening, and constructive problem-solving.

9. Develop and mentor: Support the growth and development of team members through mentorship, coaching, and opportunities for learning. Encourage a culture of continuous improvement.

10. Monitor progress: Regularly assess progress against goals and objectives. Provide feedback and recognize achievements. Address any performance issues promptly and constructively.

11. Seek guidance and support: Establish relationships with mentors or experienced managers who can provide guidance and advice as needed. Utilize available resources and training programs.

12. Balance time and priorities: Develop effective time management skills to balance administrative tasks, meetings, and strategic planning while still allocating time for individual contributions and team support.

13. Embrace change: Adapt to changes within the organization and industry, proactively seeking opportunities for innovation and growth. Lead by example in embracing change and promoting a growth mindset and resilience.

14. Reflect and learn: Engage in regular self-reflection, seeking feedback from team members, superiors, and peers. Continuously learn and grow as a manager and leader.

While this checklist provides a starting point, it's important to tailor it to the specific context and needs of the managerial leadership position. Adjustments may be necessary based on the organization's culture, industry demands, and the unique challenges and opportunities present. Regularly revisit and update the checklist to ensure its relevance throughout the managerial journey.

Top 12 tips for new managers

Embrace the Chaos: Dance to the rhythm of the managerial tango, gracefully navigating the challenges and seizing opportunities.

1. Lead with humility: Inspire your team through genuine humility, recognizing that greatness lies not in titles, but in collaboration and empathy.

2. Communication ninja: Master the art of communication, wielding words like a ninja, fostering clarity, knowledge, and trust.

3. Embody the vision: Be the living embodiment of the organization's vision, radiating passion and conviction to ignite your team's enthusiasm.

4. Empowerment wizard: Unleash your magical powers of empowerment, empowering your team to shine and unleash their full potential.

5. Curiosity unleashed: Embrace the insatiable hunger for knowledge, constantly seeking new perspectives and staying ahead of the game.

6. Feedback guru: Master the delicate dance of feedback, nurturing growth through constructive criticism and celebrating successes.

7. Resilience champion: Weather the storms with unwavering resilience, bouncing back stronger and inspiring your team to do the same.

8. Decision jedi: Harness the force of decision-making, blending intuition and data to make bold and calculated choices.

9. Collaboration maestro: Conduct the symphony of collaboration, harmonizing diverse talents and ideas to create a masterpiece.

10. Learning aficionado: Cultivate a culture of continuous learning, where curiosity thrives, and innovation knows no bounds.

11. Authenticity maven: Embrace your unique self, radiating authenticity and fostering a culture where everyone feels comfortable being their true selves.

12. Celebrate wins: Toast to victories, big and small, celebrating achievements and nurturing a culture of appreciation and recognition.

Remember, while these creative and unique tips offer inspiration, it's important to adapt them to your specific context, industry, and organizational culture. Embrace your managerial style and always prioritize the well-being and growth of your team.

Role of employee engagement in manager effectiveness

Employee engagement plays a crucial role in the effectiveness of managers within organizations. Extensive research suggests that engaged employees are more likely to be productive, motivated, and committed to their work.

As managers are responsible for leading and overseeing their teams, fostering employee engagement becomes essential for their effectiveness. Here are the key aspects highlighting the role of employee engagement in manager effectiveness:

Improved communication

Engaged employees are more likely to actively participate in communication with their managers. They provide valuable feedback, express concerns, and contribute ideas, enabling managers to make informed decisions and address issues effectively.

Enhanced productivity

Engaged employees tend to be more focused and motivated, resulting in higher productivity levels. Managers who prioritize employee engagement can harness this increased productivity, leading to improved team and organizational performance.

Increased retention

Employee engagement initiatives create a positive work environment and foster a sense of belonging. Managers who actively engage their employees are more likely to retain top talent, reducing turnover rates and associated costs.

Better performance management

Companies with engaged employees, in turn, have been found to outperform their disengaged counterparts by 202%. They are receptive to feedback and performance management processes.

Managers can provide constructive guidance, set clear expectations, and align individual goals with organizational objectives, leading to improved performance and growth.

Strengthened team collaboration

Employee engagement initiatives promote teamwork and collaboration. Managers who prioritize engagement create an environment where employees feel valued and connected, fostering effective collaboration, knowledge sharing, and innovation.

Enhanced employee satisfaction

Engaged employees are more likely to report higher levels of job satisfaction. Managers who prioritize engagement can identify and address factors that contribute to employee satisfaction, leading to increased employee morale and overall job fulfillment.

Improved employee well-being

Managers who prioritize employee engagement also prioritize employee well-being. By fostering a positive work culture, providing support, and promoting work-life balance, managers contribute to the overall well-being of their team members.

Increased employee development

Engaged employees are more eager to learn and develop their skills. Managers who focus on engagement provide opportunities for growth, mentorship, and training, enabling employees to reach their full potential and contribute meaningfully to the organization.

To enhance manager effectiveness through employee engagement, organizations should provide training and resources to support managers in building positive relationships, fostering open communication, and implementing engagement initiatives.

Regular feedback, employee surveys, and recognition programs can also play a vital role in understanding employee needs and measuring engagement levels.

Overall, employee engagement is a critical factor in driving manager effectiveness. Managers who prioritize engagement create a positive and productive work environment, leading to higher employee satisfaction, retention, and performance.

By fostering employee engagement, managers can build strong, cohesive teams and contribute to the overall success of the organization.

The journey of a new manager is both exciting and challenging. Embracing the journey with enthusiasm, an open mind, and a commitment to continuous improvement, new managers can unlock their full potential and become the inspiring leaders they aspire to be.

By embracing chaos, leading with humility, and becoming communication ninjas, new managers can establish strong relationships and build trust within their teams. Empowering employees, fostering curiosity, and mastering the art of feedback is crucial for cultivating a thriving and engaged workforce.