Nurturing New Managers: A Guide to Success

Promoting a new manager is a significant step for any business, but the work doesn’t stop with congratulations. Transitioning to a managerial role requires careful guidance and training to ensure success. In this blog post, we’ll explore essential steps to train new managers effectively, drawing on insights from a Society for Human Resource Management (SHRM) survey and providing practical tips for fostering a positive management culture.

Commence with the Fundamentals

After the initial congratulations, it’s crucial to equip your new manager with the essential knowledge they need to navigate their role successfully. Here’s a breakdown of key areas to focus on:

  1. HR Policies: Provide a comprehensive understanding of workplace policies through an employee handbook and reference materials.
  2. Management Systems: Educate new managers on handling performance reviews, disciplinary matters, onboarding, and other critical processes.
  3. Technical Systems: Offer a basic understanding of tech systems, and their functionality, and provide contacts for technical support.
  4. The “”Big Picture”: Help managers understand how their department fits into the company structure, goals, and objectives.
  5. Problem-solving: Clarify the chain of command, the manager’s autonomy in problem-solving, and communication expectations.
  6. Quality Control: Familiarize managers with quality control processes and ensure adherence to established guidelines.
  7. Time Management: Address challenges unique to managers and provide tools and training for effective time management.

The Human Element

The SHRM report, “The High Cost of a Toxic Workplace Culture,” emphasizes the importance of people management skills. Here are tips for training new managers on dealing with the human aspect:

  1. Communication Skills: Stress the importance of effective communication, active listening, and regular feedback.
  2. Personality and Work Styles: Help managers understand the strengths, weaknesses, motivations, and goals of each team member for effective delegation.
  3. Conflict Resolution: Provide strategies for resolving conflicts and assure new managers they can seek help if needed.
  4. Empathy: Highlight the role of empathy in building trust and improving attitudes and productivity.

Your Role in Their Success

While you may have delegated responsibilities, your involvement remains crucial. Here are practices to groom managers for success:

  1. Mentoring: Cultivate a mentoring culture and make yourself available for questions and feedback.
  2. Monitoring: Regularly meet with new managers to monitor progress towards company and individual goals. Encourage open communication and provide honest feedback.
  3. Training Courses: Support new managers in enrolling in offline or online training courses for organizational and people skills.

Becoming a good manager is a journey that requires time and experience. By following these guidelines and offering continuous support, you can ensure your new managers thrive in their roles, contributing to the overall success of your business.


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