Being a first-time manager can be pretty intimidating when managing a team. Several new managers don’t know where to begin as there isn’t a set approach to leadership. You can equip the employee with the necessary skills with targeted on-the-job manager training as this position has a learning curve.
According to recent research, 20% of first-time managers are doing a poor job.
A manager has several responsibilities, like focusing on team growth, task delegation, time management, and more. The best fit for the role of a manager is the person who can strategically incorporate employee strength to meet organizational goals. Good managers need soft skills, emotional intelligence, team management, etc.
Many employees are promoted to management without understanding that leadership demands new skills like delegation and people management. To facilitate a successful transition, companies must offer adequate training and support for these new managers.
A poor manager can significantly impact employee morale, leading to higher turnover. Despite the importance of managerial training, many organizations prioritize onboarding and skills development over preparing new managers. Many new managers often feel unprepared for their roles due to the lack of support and training.
Traditionally, new manager training relied on in-person seminars where experienced professionals delivered lengthy lectures. This approach was time-consuming and often focused more on compliance than on effective management strategies. Today, management training must be flexible to remain relevant, utilizing methods like eLearning that enable managers to learn at their own pace without disrupting their work.
A new manager has a lot on his plate by juggling several sets of responsibilities. It’s no wonder they often feel overwhelmed with these new responsibilities and everything that comes with them.
There are three primary skills that new managers need to gain or have a clear picture of what new managers need to start on the right foot.
Adopting a leadership mindset is a critical mental shift that all new managers must make to succeed in their new roles. It isn’t just a promotion but a career change because your role changes from being an individual contributor to managing a team. So, as a new manager, you need to learn a lot.
The primary aspect of improving mindset in first-time managers is to avoid a fixed mindset where they believe that a person can’t improve or change. Such a thought process can adversely affect the ability of a first-time manager to grow and develop as it impacts how you manage your team members.
Leadership training for new managers helps create a leader mindset to build a productive environment for gaining the necessary skills.
There are abundant opportunities for you to learn and grow in the new role with continuous feedback from management, helpful peer feedback on similar situations, and a fellow manager’s experience. It’s best to have an open mind for opportunities to learn new things and focus on efforts with helpful feedback.
Employers play a crucial role in equipping their staff for success in new roles and fostering their leadership development. This includes facilitating access to mentors with relevant experience who can offer guidance and support tailored to the challenges of the role. Additionally, employers should offer training on essential skills such as communication and team management, empowering employees to navigate through their responsibilities effectively and lead with confidence. By investing in their staff's growth and providing the necessary resources and training, employers not only enhance individual performance but also cultivate a culture of continuous learning and development within the organization.
Identifying & bridging skill gaps are a crucial part of leadership skills for new managers. Recognizing employees who need development can help enhance contribution to the team’s growth and productivity.
Continuous interaction with the team members can help the first-time manager understand the strengths and weaknesses of their teammates. They can leverage the learning experience platform (LXP) to identify the necessary skills and create an effective learning journey for their team members to help them bridge the gap and improve their performance.
Did you know that more than 40% of Singapore workers resign from their jobs because there’s a lack of skills training? Managers can encourage employees to continue growing as professionals by reinforcing their development with feedback and praise.
Managers can use a blend of private and public recognition, which includes:
Acknowledging employee development in the team meeting
Communicate employee growth to the company leadership
Interact to know what the employees have learned
Motivate the employee to share their findings after their research
Establishing performance goals is decisive for first-time managers as it can help them grow as leaders and develop realistic goals for the team members. Everyone has different performance levels, and you can streamline the entire process through regular goal-setting sessions with your team.
How exactly is setting performance goals vital for organizational growth? New managers must understand that setting performance objectives helps engage employees.s. It doesn’t imply that the team is just imitating the activities but is more productive when engaged by getting more work done in a day, which is of a higher value.
There are several distinct strategies that managers can use to set performance goals for themselves and their team. Specific, Measurable, Attainable, Relevant, and Time-Bound are one of the most popular ways to set objectives. Objectives and Key Results Methodology is another leading method to keep teams accountable.
But with so many responsibilities, how can managers handle this additional responsibility to track the progress of those they supervise? An LXP can help you set performance goals by giving access to in-depth analytics and a quantitative assessment of your & your team’s competency.
New manager training frequently misses the mark due to a few key reasons.
The main reasons are as below
Many training programs for new managers often fall short in addressing the unique responsibilities associated with their specific roles. Instead of tailoring the training content to the distinct challenges and tasks that new managers will face, these programs tend to offer generic information that may not resonate with their day-to-day experiences.
This misalignment can hinder their ability to effectively lead and manage their teams, ultimately affecting overall performance and employee engagement. By ensuring that training is relevant and role-specific, organizations can better equip new managers with the skills and knowledge they need to succeed in their positions.
Training for managers is often not delivered at the crucial moments when it is most needed. Instead of providing support and resources during specific challenges or situations that arise in real-time, organizations frequently offer training sessions at predetermined intervals or as part of a broader curriculum. This approach can leave managers feeling ill-equipped to handle immediate concerns, diminishing the effectiveness of their leadership.
By aligning training opportunities with real-world demands and delivering content when it is relevant, organizations can empower managers to respond more effectively to challenges and improve their overall performance. Providing just-in-time training ensures that managers have the right tools and knowledge precisely when they need them, leading to better decision-making and enhanced team outcomes.
New managers often struggle because their training programs lack engagement and relevance. When training fails to capture interest, it leaves these leaders feeling unprepared and overwhelmed. To develop competent leaders, organizations must create stimulating training that includes interactive elements and real-world scenarios. By investing in engaging training, companies enhance new managers’ skills and foster a culture of continuous learning.
Continuously strive for improvement to become invaluable in your role as a manager.
Recognize tasks best suited for your team, delegating efficiently to maximize productivity.
Cultivate strong relationships with your team, aligning tasks with their interests and motivations for optimal performance.
Demonstrate attentiveness and respect during discussions, fostering open communication and trust.
Articulate goals and measures for success, ensuring clarity and alignment within the team.
Focus on results rather than micromanaging processes, embracing diverse working styles.
Encourage open dialogue and respect for boundaries, allowing all team members to contribute fully.
Setting goals in your new managerial role is crucial for a smooth transition and ongoing success. Here are examples for your first 30, 60, and 90 days:
30 days: In the first month as a manager, delve into your employees to understand the company's mission and values. Foster effective relationships with employees, discern management duties from delegated tasks and clearly outline expectations to enhance leadership development and team synergy.
60 days: After one month, grasp each employee's work style and management needs. In the second month, solicit anonymous feedback, schedule weekly meetings to foster goal alignment, and evaluate department practices for necessary improvements or technology updates.
90 days: By the third month, new managers usually feel confident in their leadership. They can further their success by conducting employee assessments, adapting management styles based on feedback, and setting long-term departmental goals.
A manager supervises people, products, services, engagement, etc., and is a critical cog in the mechanism of every business. Strong managers guarantee work is completed on time and promote retention, productivity, and growth.
L&D teams can offer skills training for new managers to develop their latent leadership skills by making it easier to manage the team. First-time manager training, exhibits that not only the manager but also the organization is interested in their growth and contributions.
Structured and daily manager training is critical to business outcomes. It clearly outlines the learning schedule, assignment of responsibilities, time frames, and activity outlines. This structured training program leads to employee development.
Daily learning allows managers to turn knowledge into action. New managers struggle to balance their tasks with the new responsibilities. Accessible mobile-led learning fits their busy schedule for on-demand new manager training.
New manager training includes soft skill development on communication and leadership skills which fast tracks them to the path to success. Leadership development is efficient for skills training for new managers as it ensures that they share the vision of the company and practices with employees with on-the-job training.
About 62% are semi-skilled, and 14.5 % are low-skilled out of the 97% of Malaysian full-time employees. Managers can’t only benefit from implementing the skilling cycle in full swing but also encourage their employees to develop their skills.
The skilling cycle is divided into four significant steps: skill identification, skill assessment, skill building, and skill impact. Managers can identify role-based skills to address every skill requirement of the team benchmarked against the top industry skills. Skill assessment is a beneficial tool to get actionable insights on the current readiness, and skill building helps bridge gaps with strategic objectives to gain a competitive advantage.
You can complete the skilling cycle with skill impact by tracking their & employee progress with proficiency improvement. L&D teams can add these steps to the skills training for new managers and provide them with a learning experience platform to run the entire process seamlessly.
A personalized learning experience is critical in new manager training and engages them at every level to recognize potential barriers. Blended personalized learning training approach to focus on the needs of learners.
For instance, several new managers in your organisation have busy work schedules while collaborating with other team members. It becomes essential to create a targeted program and help bridge these barriers that will maximise the personalized learning’s efficiency and return on investment (ROI).
Personalized content and experiences motivate employees to skill up to perform better in their roles and enhance their abilities in the future. It further assists in driving engagement and strengthening the upskilling efforts. It isn’t just another item on the to-do list but an opportunity for you, your team, and the organisation to excel by unleashing the hidden potential.
Companies are looking for ways to make continuous learning and training part of an employee’s professional journey. Social learning is pivotal in creating a culture of continuous new manager training.
More than 60% of organisations need their employees to communicate daily or weekly with learning resources, and 73% of organizations will focus on social learning, as per the Brandon Hall report. New managers can spend minimal time on learning without disrupting their flow of work with social learning.
It fosters workplace collaboration and improves corporate culture. We, humans, are social beings, and through this method, employees can support each other to be part of something big and motivate other employees and team members to pursue learning.
Managers are a necessary component of the company structure and the building blocks to connect the managing director tactically with the employees. A bad manager can adversely impact employee turnover, productivity, job satisfaction, and company culture.
A learning experience platform (LXP) helps align key business objectives with manager training. Disprz LXP platform trains managers on the skills required for their role and strategically utilises the strengths & weaknesses of each employee to create a successful organisation.
Our AI-powered learning platform leans more towards the autonomous learning style that supports a wide range of content sources like industry articles, blog posts, podcasts, videos, and courses. It empowers users to create & publish content, including user bios, activities, and achievements. Disprz skilling cycle helps you address all the aspects by discovering the right skills, conducting periodic assessments & feedback, building skills, and getting profound insights on real-time progress.
Disprz LXP is crucial to businesses as it addresses the skilling needs of new managers with peer-based social learning and personalized learning. Further manager training directly impacts the business bottom line by reducing employee attrition, increasing employee productivity, revitalizing teams for a shared sense of purpose, and more.
Empower your employees on the path to success!