9 New Manager Warning Signs to Pay Attention To

New Manager Warning Signs 6 different people point the finger at one man under a rain cloud

Warning Signs
Managers who heed the top nine new manager warning signs have a better chance to be successful.  Those promoted from individual contributor to first time supervisor 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.

Your Success Is Dependent Upon the Success of Your Team
If you are part of the team that promotes high performing individual contributors to management positions, it is incumbent upon you to see that they are prepared for their new leadership role. New leaders need new manager training to set them up to succeed. If they fail, they make take the whole team down with them.

Nine New Manager Warning Signs
Watch out for these nine new manager warning signs that your new managers are struggling and on the brink of sub-standard performance or even failure.

1.  They Fail to Build Positive Relationships With Their Team
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 and off the job ?
  • 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 the relationship aspects of leadership.  Our employee engagement research shows that employees find their jobs more fulfilling when they have positive relationships with the people they work with. But positive relationships at work do not happen on their own; leaders need to invest the time and create the environment required to building trusting relationships at work.

2.  They Manage by Instilling Anxiety or Making Threats
Ineffective new managers are often abrupt and abrasive in their communications. Perhaps this was the way they were managed in the past, but tactless interactions tend to make people fearful to share their ideas and are very destructive to team morale. The bottom line, the abrasive management approach is not sustainable.

It leads to disengaged employees, lower productivity and higher attrition. Make sure that your new managers are not putting their teams under constant and ineffective performance pressure.


Related Article: How Much Pressure Should a Leader Create to Get Greater Results?


3.  They Don’t Know How or When 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 delegate and 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 and engaged 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 employees learn and how organizational values are supported and reinforced.

Performance ambiguity is the enemy of high performing managers.

6.  They Are Quick to Blame and Don’t Have Their Team’s Back
Finger pointing undermines the trust that good leaders foster.  Any leader is headed for trouble if they do not shoulder the responsibility for the team when things go wrong or if they do not pass along kudos when things go right.   The best managers treat mistakes as an opportunity to learn and look for what they personally could have done differently.

If mistakes have been made, they privately address them with their team in a way that makes sense.

7.  They Don’t Keep the Team Well Informed
Bad managers hoard information and knowledge.  Teams that are isolated from information feel out of sync and discounted. Important information should be consistently 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 and the right people are in the room, managers should be able to sift through the situation and be decisive. Too much waffling creates confusion on the team and loss of respect. Strong managers build decision making capabilities throughout their team by:

  • Understanding the type of the decision being made
  • Knowing who is best positioned to make the call
  • Identifying who needs to be involved

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 big picture challenges lie ahead and how to address them. They think laterally and do not get stuck in the “weeds.”

The Bottom Line
Being a manager is not for everyone.  If you are a new manager or on the verge of a promotion to leadership, there are a few mistakes that you should avoid at all costs.  Then you should be on a successful path to help you and your team to succeed.

To learn more about becoming a successful new manager, download 3 Must-Have Ingredients of High Performing Teams for New Managers

Comments are closed.

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

I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.

Greg Pappas
VP of Human Resources

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

Anita Luckinbill
Director, Human Resources

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

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

Stacie Rodgers
VP of Human Resources

Cutera

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

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

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

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

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

Jennifer Remling
Director of Global Recruiting

AKQA

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People Officer

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

Maya Paul
HR Director

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More