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.
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:
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
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.
Chief People Officer
Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.
Workforce Planning Bureau
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.
Director of Human Resources
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.
VP of Human Resources
LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.
Vice President, HR and IT
We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.
Vice President Human Resources
We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.
Barry L. Byrd, SPHR
Human Resources Manager
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.
VP 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.
Firmware Engineering Supervisor
The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.
Firmware Engineering Manager
Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.
Human Resources Business Partner
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.
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!”
Vice President Human Resources
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.
Director, Business Planning & Analysis
Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.
Want to know how you stack up against leading organizations? Receive a complimentary benchmarking analysis courtesy of an LSA Expert.
Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.
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.
Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.
Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.