5 MANAGEMENT TIPS FOR NEW MANAGERS

So you’ve been offered your first management position and you’re probably one of two people:

1. You’re nervous about the added workload and exercising authority

2. You’re readier than ever, you know you’re a natural leader and you have full confidence that you’ll succeed

And if you’re wondering – both of these people will face issues. Why? Because as a new manager, you can’t approach it with a people-pleasing mindset, but you also can’t approach it with an arrogant mindset either.

Finding that balance will be the most challenging part of your journey but it will also be the most enlightening part because it will be the driving force in everything you do.

Here are 5 tips that are both practical and mindset-driven to help support you in your new role in management.

1. BE PERSONABLE AND GET TO KNOW EACH EMPLOYEE

The worst thing you can do as a manager is to be unapproachable. 

Be intentional to let your employees know that you are just as human as them. That may sound counterproductive because don’t you need to exercise authority? Yes, but authority won’t be received beneficially if you come across as a know-it-all who:

1. Doesn’t care about your employee's success – only your own

2. Isn’t willing to learn from your employees

But if you showcase your personable side, employees will be far more receptive to what you’re saying and you’ll end up building strong, productive relationships. Not only does this take away the daunting feeling that people are watching you with eagle eyes, but it will be humbling to know there are great members in your team with a variety of skills and abilities that are beneficial to you.

2. PRIORITISE 1-1 MEETINGS ALWAYS

And this isn’t just so you can keep track of your employees. You never want to fall into the trap of micromanagement.

The purpose of 1-1 meetings are to establish trust and consistent communication. But here’s where so many managers go wrong: Going into a management role, you may be thinking about how you will need to be giving constant feedback to employees – which is true – but you also need to be open to accept feedback from them too. 

This means when you go into those weekly/ biweekly catchups, you’re not going in intending to talk the entire time (or ask condescending questions), but instead, you’re looking to find out:

• How they’re doing

• What they’re succeeding at

• What they’re struggling with

• What are their plans and ambitions for the future are

• If there’s anything you can do to support them

Many employers make excuses as to why they don’t conduct frequent meetings one on one with their employees but 85% of Millennials said they would feel more comfortable if they could have more frequent conversations with management (Fast Company). So instead of waiting for that annual performance review, start with conversational meetings and you’ll see not only employees benefit from it but you as a new manager. There is so much to be learned from your employees.

3. LEAVE ROOM FOR AUTONOMY

I get it, as a manager, your team’s success is a direct reflection of your success so there’s that desire to want to take over and micromanage. If your team is being watched then you need to be making sure every employee is doing everything exactly how you would do it yourself.

Not only does this ruin any potential for trust being built between you and your employees, but it also doesn’t leave room for creativity and innovation.

Managing should be synonymous with mining. Yes, things need to be done so you’re managing projects, processes and deadlines, but whilst you’re doing this, you’re also mining the skills, abilities and experiences that your employees have. The reality that every good manager has been exposed to is that many of those skills, abilities and experiences are ones you don’t have and ones you can certainly learn from.

This means you need to trust your employees to handle their responsibilities independently so they can:

• Take ownership

• Use initiative 

• Unlock creativity and innovation

• Trust that you have their best interests at heart

4. BE PROFESSIONAL BUT DON’T TAKE YOURSELF TOO SERIOUSLY

It can be daunting to take on a role of management, and because it’s so daunting, you can get in the mindset of ensuring you are serious 100% of the time. 

Why? Because seriousness equals professionalism… right?

Well, it’s important to be serious about doing a good job, but having a serious attitude out of fear of being viewed as unprofessional will probably have the reverse impact on what you were trying to achieve.

You’re trying to be taken seriously – people will take you seriously when you are good at your job.

You want to be respected – respect is earned by meaningful rapport, not a fake exterior.

You can be professional and still be funny, still have fun, and still connect with your employees. Being this way has an unbelievable impact on your team, their productivity and their engagement.

Now you’re seen as approachable and people feel comfortable coming to you for help or expressing concerns. Or they have an idea and because you’re so open and fun, they know you’ll love to hear it. Not only will this create a great manager-to-employee relationship, it will filter down to impact peer-to-peer relationships – creating an environment where people work hard and have fun while doing it.

5. GIVE FREQUENT PRAISE AND DON’T TAKE ALL THE CREDIT

Now you’re a manager, you may assume that the spotlight is on you. Now senior management or even directors are watching your every move so you need to ensure they know the lengths you’re taking to bring in success.

But the reality is, as a manager, the spotlight is officially off you and on how your employees are performing. So if that’s the case, chasing your own accolades may feel good in the moment but it won’t provide long-term success for you or your employees.

Instead, you should be doing all you can to show you appreciate your team. Why? According to Nectar, 84% of employees feel that recognition affects their motivation at work.

By constantly appreciating and recognising employees you inspire:

• Loyalty

• Dedication

• Collaboration

• Employees to do the same

- Written by Oliver Howson

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