If you’ve been watching first-time managers struggle with the challenges of their new role, you’re not alone—and you’re in the right place. Helping new managers succeed isn’t just about fixing problems as they arise; it’s about giving them the right tools and training from the start.
Let’s explore the common challenges they face and how to address them effectively.
What are the challenges that new managers face?
It’s tough for new managers to anticipate what their new role is going to be like. While new managers often bring excitement to the role, we commonly see the same challenges pop up without the right support or training.
These challenges don’t indicate a “bad” manager, they’re just the result of a lack of experience and training in dealing with new situations. Here are some of the most common challenges:
Establishing Authority and Credibility
New managers are often transitioning from peer to leader, which can blur the boundaries at work and disrupt the dynamics of a team. Some team members may be skeptical about a new manager’s ability to lead a team or even make decisions on behalf of the team.
While it’s tough, establishing a clear role sets the tone for how a team responds to a new manager’s guidance. If a new manager is able to clearly communicate decisions and follow through on promises, the team is more likely to trust their leadership in the long run.
Effectively Communicating
Communication from peer to peer is much different from communication from a manager. That’s why the leap can be challenging for new managers. They often lack experience in clearly articulating expectations, providing constructive feedback, and using different communication styles with other team members.
That lack of effective communication experience can lead to misunderstandings, frustration, missed deadlines, or even conflict.
Delegating Tasks
In a non-management or non-supervisory role, employees are only responsible for their work, which is often delegated to them by their manager. When employees transition to management or supervisory roles, it can be challenging to know when and how to delegate tasks to other team members. New managers often struggle with relinquishing control and trusting team members with important tasks.
Delegation is a big mindset shift. If it doesn’t happen, it can lead to managerial burnout, where managers keep too much work on their plate. Even more, it can cause a rift with employees who don’t feel empowered nor are they able to build or develop new skills.
Managing Former Peers
Ever heard the term “from friend to boss,” or “from bud to boss”? There’s no doubt, a promotion like this can cause tension on a team. Former colleagues may struggle to accept new managers as being an authority. It can take time for new managers to build trust and respect, especially among former peers.
Time in the role often helps establish clear roles and boundaries, but new managers can also focus on finding the right balance between holding their team accountable and not being overly authoritarian.
Providing Constructive Feedback
Up until now, new managers have become accustomed to sharing informal feedback. They may have shared some feedback with their manager, or they may have even shared some criticisms with former peers. New managers lack experience in delivering feedback that’s honest and motivating.
Knowing the right time and place to share constructive feedback will help new managers address performance issues head-on. The best leaders and managers learn how to use constructive feedback as a tool to build trust and respect with their team.
Resolving Conflict
Conflict is uncomfortable. Resolving conflict is uncomfortable. Up until now, it was likely someone else’s job, but now it’s the job of the new manager. It requires managers to be calm, rational, and impartial.
Great managers learn to identify the root cause of conflict instead of just focusing on the surface issue. The right approach results in all team members feeling valued and treated fairly. It helps build cohesion amongst the team. And team members learn to work together constructively in the long run.
What training should a new manager have?
We’ve outlined the common challenges that new managers face, so it only makes sense that new managers should receive training and support to address those challenges. The good news is that by focusing on a few key skill development areas, organizations can equip new managers with the tools to handle almost any situation they encounter.
Leadership Skills
“Leadership” can be a bit of an abstract concept, but in this context, we’re talking about a new manager’s ability to guide, inspire, and influence their team. Leadership isn’t about delegating tasks (though that’s an important skill), it’s about being able to set a clear direction and model the behaviors they want to see in their team.
Here’s what to focus on:
- Teach new managers to be confident, set clear expectations, and model the right behaviors. This will help them establish authority and credibility with their team.
- Give them the tools to articulate expectations and communicate them clearly. Communication should be two-sided—new managers should also learn active listening skills to become expert communicators.
- Learn how to set boundaries with peers while remaining collaborative and supportive. This is a delicate balance, but it will help them establish their role without alienating the team.
Providing Constructive Feedback
Giving feedback, especially feedback seen as “negative” or “critical,” can be a minefield for new managers. They may fear damaging relationships or being perceived as overly critical. As a result, they may avoid providing feedback at all.
But the most effective managers learn to use constructive feedback as a tool for good. It can help clarify expectations, create opportunities for growth among the team, and build real trust between employees and the manager.
Here’s what to focus on:
- Give new managers the tools to provide structured feedback that is objective and specific.
- Teach them how to balance positivity and critique. Feedback should be honest and motivating, whether it’s positive or critical.
- Help them deliver feedback with empathy. Not everyone has experienced what it’s like to use their tone, language, and even body language to show care when providing feedback.
Conflict Resolution Skills
New managers often shy away from addressing conflict because they fear making the situation worse, damaging relationships, or being seen as “taking sides.” Others simply don’t know how to approach conflict constructively. But unresolved conflict can quickly take its toll on a team.
Here’s how to train new managers on conflict resolution:
- Train them to uncover the underlying cause of conflict rather than just addressing surface-level problems. A simple disagreement about a project deadline could be a deeper issue with the distribution of workload between team members.
- Help them learn how to use active listening to fully understand each party’s perspectives. Learning how to reiterate the problem and ask clarifying questions makes team members feel heard.
- Teach them how to focus on solutions, not blame. Conflict resolution isn’t about assigning fault, it’s about finding a collaborative solution that’s best for everyone involved.
Emotional Intelligence
While emotional intelligence (EQ) might be a foreign term for some new managers, in simpler terms it’s the ability to recognize, understand, and manage their emotions while navigating the emotions of others. Why is it important? A solid understanding can help new managers in nearly all situations, from conflict to communication.
Here’s what to consider:
- Teach new managers how to be able to recognize and understand their own emotions. This will help them avoid knee-jerk reactions to situations and take action thoughtfully.
- Teach new managers how to “read the room.” Picking up on the emotions of others and knowing how to respond will help them become more socially aware in their role.
- Give them the tools to use empathy when managing relationships. Understanding how others feel will help them earn trust and respect and manage conflict effectively.
How should new manager training be structured?
An effective new manager training program should be structured so that it allows participants to retain information and apply it to their jobs. An effective structure should incorporate experiential learning, focus on essential skills, and provide a number of different learning experiences.
Incorporate Experiential Learning
Experiential learning puts participants in real-world scenarios, allowing them to apply what they’re learning in training to their roles. This helps new managers retain information, and can include activities like role-playing, simulations, and case studies.
Focus on Essential Skills
We listed some of the most common and essential skills that new managers should develop above. By concentrating on these areas, managers develop the fundamental skills necessary to become effective managers and leaders.
Provide Diverse Learning Experiences
Using a variety of instructional methods can help cater to participants’ different learning styles. This can include workshops, interactive modules, group discussions, and even one-on-one coaching. By varying training methods, you can keep participants engaged.
Implement Continuous Learning and Feedback
One mistake some organizations make is thinking the job is done once training is over. However, continuous learning is one of the keys to the long-term retention and development of new skills. This can be in the form of follow-up sessions, peer mentoring, and regular feedback sessions to monitor progress and address any questions that may come up.
What’s Next
Now that we’ve covered how the basics for training new managers and supervisors, let’s take a closer look at some great options designed to help them hit the ground running:
- New Manager Training: Learn skills in communication, conflict management, employee performance, employment law, talent retention, time management, and leadership.
- Goal Setting at Work Training: Understand the importance of setting goals, identify personal goals as they relate to the larger goals of the company, keep goals in focus, and understand the importance of being able to measure progress.
- Employee Retention Training: Learn strategies for creating a positive work environment, engaging top performers, and developing growth plans to reduce turnover.
- Employee Engagement Training for Managers: Learn to motivate, retain top talent, and build strong relationships. We cover career development, recognition, and work-life balance.
- Project Management Training: Attendees explore a systematic and flexible project management methodology for scoping, staffing, resourcing, scheduling, and leading any kind of project.
- Coaching Skills for Managers: Participants will learn strategies for delivering feedback, creating accountability throughout their team, and coaching team members.
