10 Lessons for New Managers

That I wish I knew when I started.

managers resource handbook.com

For some new managers…

…giving feedback and being responsible for

people is intimidating.

Others are uncomfortable managing people

older than them.

And then there are others who are afraid of

being accepted by their new team.

I, too, had these fears.

But over time, I learned a lot from peers, from

mentors, and from my own employees.

I made some terrible mistakes, and I had some

pretty good successes.

So here are some pointers for those of you

beginning your management careers.

Let’s get started…

1. Dress the Part

This was some of the most unusual advice I got

early in my career, but also some of the best.

Unless you’re working for a hippie startup that

encourages you to wear Birkenstocks, dress as

a professional.

As soon as I started following this advice, I got

more ‘hellos’ in the hallway…

…and found myself sitting in more meetings

with upper management.

Dressing professionally doesn’t make you a

better manager.

But you will find that others take you more

seriously.

Including your new employees.

2. Stay Professional

As a manager, you are in a position of

authority, regardless of how you may see it.

You can’t earn a bad reputation for being

even keeled and remaining objective.

But fiery managers who cross the line of

professionalism will never shake the reputation.

Business is business.

Your reputation will either help you get things

done, or become a roadblock to your success.

3. Get to Know Every Employee

No matter how busy you get, understanding

each employee is extremely important.

Not just their skills, but their personalities, their

interests and the sources of motivation.

Take them out for lunch.

Set up a social hour after work.

As a manager, you are responsible for the

team’s ability to perform.

Knowing the strengths and weaknesses will

help you pilot the team through challenges.

4. Chin Up

Management is not always easy.

Economic and organizational changes will

cause jitters among your staff.

Rumors spread.

When there is uncertainty, your people will

follow your lead.

Managers are like mirrors.

You mood and your attitude are going to be

reflected in the behavior of your employees.

If you are routinely negative, overly emotional,

or hyper-critical of others, your employees are

likely to demonstrate similar behavior…

…because you showed them that it was ok.

You are responsible for the team’s ability to

perform.

No matter what challenges come your way,

keep your chin up.

A positive attitude will help the team maintain

focus and endure the ups and downs.

5. The Policy of Honesty

A highly trusted employee once thanked me

for being honest with the team.

“It’s refreshing to work for someone who is will

to tell us what’s really going on,” he said.

It may sound simple.

But a policy of honesty helps keep you

connected with your team.

Plus, honesty encourages your employees to

trust you, and willing to follow your lead.

Even better, being open about issues the

team is facing invites their ideas and solutions.

6. Roll Up Your Sleeves

Managing a group of people is easier when

they respect you.

But gaining this respect can be difficult.

Especially when employees cannot recognize

your experience or knowledge.

You may not be (and likely won’t be) the

expert in the room.

So dive in to help solve a problem along side them.

Don’t be afraid to throw ideas into the mix.

When employees see you jumping in with two

feet, they’ll see you as a participant…

…and not just a boss.

7. Emphasize Teamwork

People new to management are often

excited to be in charge of the destiny.

This is true: you are in charge.

But many new managers are slow to realize

that they themselves cannot do it all.

The sooner you see that your team is your new

source of success, the better off you will be.

Encourage them to work together and to

share the pain along with success.

And be right there with them.

A group rowing in unison is far faster than even

the best of individual paddlers.

8. Be There For Your Employees

Both personally and professionally, making

yourself available to your employees is a sign

of your leadership.

On a professional level…

…this means keeping the door open even

when you really don’t want to be disturbed.

On a personal level…

…this means listening carefully, and offering

support when they need someone to talk to.

You spend a lot of time in the office.

And so do they.

Go out of your way to show you care.

9. Develop a Strategy For Success

Successful managers do not simply walk into

the office and roll with the punches.

Instead, good managers develop a strategy

by which they run their organization.

Establish long term plans to deliver your metrics.

Meticulously plan three steps ahead.

And deliberately develop your people to

make them even better.

If you do it right and are able to deliver results,

your employees will have confidence in you.

10. Lead the Way You Want to Be Led

Even the most effective managers have role

models from whom they seek inspiration.

Managing people will throw numerous

challenges your way.

From time to time, it will be difficult to think

objectively.

Things like budget constraints, restructuring

and other pressures can wear on you.

Combine the qualities of the best managers

you ever had.

How would they deal with these problems?

And avoid the weaknesses and failings of the

not-so-good ones.

How would the not-so-good ones handle this

situation?

Simply put, be the boss you would want to

work for.

So there it is.

10 things I wish I knew when I started.

I hope this helps.

For those of you who are new to

management…

Welcome to the club.

We are here to help.

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