9 New Manager Warning Signs to Pay Attention To

6 different people point the finger at one man under a rain cloud

New managers want to succeed but often don’t know how. And their mistaken idea of what it takes to lead and be responsible for the performance of others gets new supervisors in deep trouble.

If you are part of the team that promotes individual contributors to management positions, it is incumbent upon you to see that they are prepared for the new leadership role. New managers need training to set them up to succeed. If they fail, they make take the whole team down with them.

Watch out for these 9 signs that your new managers are struggling and on the brink of failure.

  1. They take little personal interest in their team members.
    Building a team and establishing the new dynamics that a new leader brings can be challenging. The best way to gain the trust of new team members is to get to know them on a personal and professional basis. What do they like to do on the job and off? How do they want to contribute to the team? What changes would they make in the way the team has worked together so far? What are their personal and professional goals and aspirations? Inexperienced managers almost always underestimate this aspect of leadership.
  2. They manage by instilling anxiety or making threats.
    They are abrupt and abrasive in their communications. Perhaps this was the way they were managed in the past but it is very destructive to the individual employees and to the team as a whole. This approach is not sustainable. It leads to dis-engaged employees, lower productivity and higher attrition. Make sure that your new managers are not putting their teams under constant and ineffective performance pressure. Download Whitepaper: Performance Pressure: How Much Should a New Leader Push?
  3. They don’t know how to delegate.
    Without trust that their team can perform at a high enough level, new managers are tempted to try to do too much themselves or to micromanage. Either way, their employees can feel undervalued and resentful. Good managers know how to set expectations, clarify roles and responsibilities and empower their team members to do their job.
  4. They treat team members unfairly.
    This can go both ways…they may favor some over others creating an unhealthy political environment or they may overlook poor performance. Leaders need to have an even hand in dealing with their employees. Substandard performance needs to be compassionately confronted and a fair plan put in place for improvement. High performers should be motivated with differentiated rewards and results should be transparent to the entire team.
  5. They don’t know how to give feedback.
    The main job of a new manager is to create a high performing team. This requires giving relevant and timely feedback on a regular basis so employees learn what is expected, what works and what behaviors are discouraged. This is how they learn and how organization values are supported and reinforced. Performance expectation and performance status ambiguity is the enemy of high performing managers.
  6. They are quick to blame and don’t have “the back” of their team members.
    Finger pointing undermines the trust that good leaders foster by shouldering the responsibility for the team when things go wrong. Good managers are also ready to pass along kudos when things go right.
  7. They don’t keep the team well informed.
    Teams that are isolated from the news at the organization level feel out of sync and discounted. Important information should be shared. Transparency builds trust, the foundation for any productive team. In fact, recent organizational alignment research found that information flow and transparency is the fourth most important factor in creating a high performance team.
  8. They avoid making decisions.
    Once the relevant information is gathered, managers should be able to sift through and make a decision. Too much waffling creates confusion on the team and loss of respect. Strong managers are decisive.
  9. They don’t take a strategic view.
    New managers are often so caught up in the day-to-day tasks that they neglect to look forward and plan for the future. The best leaders set aside time each day to take stock of what challenges lie ahead and how to address them. They think laterally and do not get stuck in the “weeds.”

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LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
Vice President Human Resources

LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

Jim Elliott
Senior Marketing Manager

Samsung

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director of Human Resources

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.

Linda Mitchell
Training Manager

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.

Mike Normant
Learning & Development

ebay

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