Going From Colleague to Boss Creates Common New Supervisor Challenges
Not surprisingly, we know from our People Manager Assessment Center data that most new managers struggle to make the transition from the role of individual contributor to the role of people leader. Sadly, many are inadequately prepared. According to research by Forbes and McKinsey:
When people managers are unprepared, employee engagement, performance, and retention all decline.
Develop New Managers
New people managers need meaningful support to be set up for success. If you want to really improve manager competence and confidence, we recommend you take a highly customized action learning leadership development approach.
Because we measured over 800 training programs and found that only 1-in-5 participants changed their on-the-job behavior and performance after stand-alone training. Stand-alone generic training programs tend to overwhelm participants with a lengthy list of managerial skills that all sound good (e.g., goal setting, meeting facilitation, coaching conversations, communication, decision making, conflict management, etc.) but do not create the level of relevance required for true behavior change.
Instead, identify the critical three to five scenarios and skills that will have the greatest impact on your new manager, their boss, and their team in a way that aligns with the organization’s strategic priorities and talent management plans. Then invest the time and resources to train, coach, and reinforce them.
Common New Supervisor Challenges to Prepare For
Assuming you provide the relevant training and follow-up that will set your new manager up to succeed, be aware of the common challenges they will face. It will make you better able to support them as they navigate the demands of management.
Bad Managers = Bad Business
Managers and line supervisors direct as much as two-thirds of the workforce responsible for defining, delivering, and improving the customer experience. From an employee perspective, managers account for at least 70% of the variance in employee engagement scores across business units.
The Bottom Line
Companies with higher performing managers are 22% more productive, have 30% higher employee engagement scores, and report a 19% decrease in turnover.
To learn more about common New Supervisor Challenges to prepare for, download Sample Team Charter Template
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