First-Time Managers Face the Jitters

The new set of responsibilities may be daunting: They range from overseeing department budgets, meeting goals, and hiring needs to disciplinary actions. It is jolting to switch focus from daily details to a broader picture that aligns with corporate objectives.

You cannot tuck yourself away in your private office. From now on, it is crucial to be visible. As Woody Allen quipped, “Eighty percent of success is showing up.” You probably already intend to lead by example and work harder than everyone else. But it takes practice to realize that your employees each have different personal needs and must be managed individually. 

Restless Nights

You want to succeed in your new role, so start by reflecting on past managers who inspired you and consider how you can emulate their strengths. Additionally, observe the practices of current managers at your company. You could even ask to shadow their meetings for insights.

Remember, any anxiety you feel as a new manager may also be affecting your team. If you're nervous, your employees might share concerns. A poll by Oji Leadership and Harris revealed that 40% of employees feel stressed working under a first-time manager. Others report negative effects on work-life balance (30%), decreased motivation (35%), and even trouble sleeping (20%).

Don’t let these stats discourage you. Management is a skill you can develop, unlike leadership, which often comes more naturally. Focus on learning effective techniques and decision-making strategies.

A changed role

Imagine you have just recently been promoted. Sooner or later, there will likely be a group happy hour, and you may well be invited to participate just as previously. Like all such after-work gatherings, a substantial amount of time involved may be spent complaining about the boss — and now that's you! There is no need for awkwardness. Simply buy the first round and extricate yourself diplomatically to go home.

Most new managers are promoted from within the ranks. Now you are a manager, your relationships with team members will shift. They were probably your friends before, but now you are in charge. It is up to you to set boundaries and avoid favoritism. You should remain accessible and approachable, but remember you are not a social friend or a therapist.

Another key distinction in your work style is to switch focus away from some of the minutiae. Let go of some day-to-day and learn to delegate particular jobs. That means resisting the impulse to perform some tasks yourself. You can not only save time but also benefit by showing the team you value and trust their input. An outstanding manager teaches team members how to think and advocate for themselves. In other words, aim for a coaching mindset by removing barriers and then letting them solve problems.

Cheat sheet

Here are some beginner's hints:

• Gradually dress like a leader, but don't make overnight changes. (People may otherwise mock.)
• Get to know each team member. Find out the names of their children, their pets or their neighborhoods.
• Introduce yourself to other department managers.
• Schedule regular team meetings for brainstorming, making announcements or addressing concerns, and send an agenda ahead of time.
• Request specific feedback on your management style.
• Give timely feedback yourself.
• Clarify expectations with your boss.
• Get a mentor. Seek advice from experienced managers. Learn by reading or via in-person training.
• Figure out which repetitive tasks might be automated.
• Stay organized in terms of workload, timelines, projects and performance goals.
• Try to adapt to your team's work habits rather than arbitrarily enforcing your own.
• How do you want them to communicate with you? What does your open or closed door mean?

Good managers tend to blend seamlessly into the fabric of company operations. Poor management, on the other hand, is soon starkly obvious.