As a new manager, there are certain things you need to focus on in order to be successful.

I’m Kate, and these are tips I learned in my 17+ years of leadership experience working in Fortune 500 and multi-billion dollar companies.

Reading this guide will help you navigate the waters of your role and set you up for success!

In this guide, I will share my favorite 27 tips for new managers to succeed to help you make the transition into your leadership position smoother and easier!

What Are The Best Tips For New Managers?

I’ve learned all of these tips during my leadership career, and now I want to share them with you. These 27 tips will help you effectively support your employees and stakeholders and create a pleasant work experience.

1. Build Trust As A New Manager

Building trust will create a pleasant work experience and make your employees happier and more productive. It will also increase their sense of belonging and employee morale.

Open communication and having emotional intelligence are key to building trust. Here are some ways to build it:

-Be transparent.

-Keep your word.

-Follow through on promises.

-Respectfully listen to ideas and opinions.

-Create a safe environment for sharing feedback.

2. Find A Mentor: A Great Guide For New Managers

As a new manager, it’s important to be open to career growth opportunities.

Managers learn the ropes in different ways. One way to do this is to find a mentor.

A mentor can help you develop your own perspective and provide tips for success in your new role.

Look for someone who has experience in the area you’re interested in and who you respect as a leader.

Meet with them regularly to discuss your career goals and get feedback on your progress.

Ideally, you’d find a mentor before you even start your managerial role.

You should ask them about their experience as first-time managers, how they developed their leadership skills, ways to get manager training, etc.

3. Be Mindful Of The Amount Of Workload Your Team Has

This is a tricky tip to implement if you don’t have support from your leaders. So, I’ll assume that you do.

One of the most important tips for new managers to be aware of is to be mindful of the amount of workload their employees have.

Figure out which manual, painful, and repetitive tasks can be automated. Regardless of which organization you work in, you’ll always find tasks and processes to simplify and automate.

For example, if you are a sales manager, you should find out how to start sales process automation, so your sales reps can focus on building relationships with customers.

Check out this article if you need help figuring out the best sales management software to automate tasks and close more deals.

It’s essential that you don’t overload them with work. But it’s also important that you don’t underutilize them.

On the other hand, if your team is bored, they will become disengaged and their productivity will suffer.

Find the right balance through honest and transparent communication with your employees.

3. Ask Your Employees For Feedback

As a new manager, it’s crucial to solicit feedback proactively from your direct reports.

After all, leadership is a two-way street. By asking for feedback, you’re not only showing that you’re open to criticism, but you’re also demonstrating your commitment to becoming a better leader for them.

Remember to ask specific questions, such as “What can I do to improve my communication with the team?”

Otherwise, if you just ask, “Can you give me feedback?”, you may get very general answers that won’t help you identify areas where you can improve.

Also, asking for feedback shows that you are open to input from others and that you’re willing to learn from your mistakes.

4. Get To Know Your Employees

Getting to know your employees really well will help you as a new manager in many different ways.

For example, it’s important for managers to understand what motivates their people. Because motivated and happier employees help create a more positive work environment for everyone.

Getting to know your employees also means learning how they work.

By understanding how your employees work best, you’ll be able to assign tasks and projects in a way that maximizes everyone’s strengths.

Finally, building relationships with your employees will also make them more likely to trust you and feel comfortable coming to you with problems or concerns.

5. Schedule Regular Team Meetings

Team meetings are sacred. They give the opportunity to both the manager and the team members to do various things, including:

1. Recognize a team member.
2. Brainstorm a solution to an issue.
3. Make announcements.
4. Address concerns.

Send the team meeting agenda ahead of time so that everyone knows what will be discussed.

Scheduling regular team meetings is a great way to keep everyone on the same page and ensure that everyone’s voices are being heard.

6. Schedule Regular One-On-One Meetings With Your Employees

Regular one-on-one meetings are just as important as team meetings.

They are a chance for you to check in with each individual team member and see how they’re doing both professionally and personally.

It’s also an opportunity for everybody to bring up any issues they have without feeling like they’re airing their dirty laundry in front of the entire team.

Additionally, they’re the right forum to ask your employees what their goals are and how you can help them achieve them.

Finally, one-on-one meetings are a great time to give feedback – both positive and constructive.

7. Be An Active Listener

Don’t be another bad boss or peer. Stay focused when a direct report or co-worker is talking to you.

If you don’t have a good memory, take notes. But if you forget everything and don’t even bother taking notes, it makes the other person feel unimportant.

Being an active listener means being present in the conversation—both mentally and emotionally.

This can be difficult if you have a lot on your plate, but it’s not optional.

If you’re not an active listener, your team members will notice, and they’ll quickly lose trust in you. So, stay focused during conversations.

8. Be A Collaborative Leader And A Role Model Team Member

This is one of the best tips for first-time managers because it requires you to have several qualities that your employees value.

In a collaborative work environment, everyone on your team has a voice.

You’ll notice that the more people feel free to express their opinions, the easier it becomes to solve issues as long as everyone remains humble and open to each other’s ideas.

The benefits of being a collaborative leader are plenty:

• You get different perspectives that help you make better decisions.
• Your team members will feel valued and appreciated.
• It encourages creativity and innovation.

Of course, there will be times when you have to make a decision on your own, but those should be the exception, not the rule.

9. Recognize Your Employees Often

First-time managers come from different backgrounds, and some people may not be used to the idea of recognizing people.

Team meetings, one-on-one meetings, and online tools are some of the forums I’ve used to recognize team members.

It’s important to recognize your employees often because it shows them you’re paying attention and that you care about their work.

It also helps build trust, creates a positive work environment, and motivates people to do their best.

10. Provide Timely Feedback To Your Employees

As a new manager, one of the most important things you can do is to provide timely feedback to your employees.

This feedback should be both positive and constructive, and it should be delivered in a way that is respectful and helpful.

When giving feedback, always aim to be clear and specific. Provide examples of what you are talking about. And avoid general comments like “good job” or “great work.”

Taking the time to give thoughtful and meaningful feedback will go a long way toward helping your employees succeed.

11. Set Quarterly Goals And Conduct Quarterly Performance Reviews

Setting the quarterly goals for your employees requires collaboration, and this is more than a to-do list.

These goals must be SMART. SMART is an acronym for Specific, Measurable, Achievable, Realistic, and Timely.

These quarterly goals should complement your company’s objectives while also providing an excellent opportunity for your team members to work on tasks related to their career goals.

A quarterly performance review is essential for setting expectations and providing feedback between employers and employees.

Performance reviews also allow managers to offer constructive criticism and praise in a formal setting.

This feedback can be invaluable in helping employees improve their work and achieve their career goals.

13. Get To Know Your Stakeholders

In the same way you should get to know your employees, you should also get to know your stakeholders.

This includes understanding their work styles and what motivates them to do great work.

One way to do this is to listen carefully to what they say and observe how they interact with others.

By taking the time to get to know your stakeholders, you will be able to build strong relationships and earn their trust.

Starting off on the right foot with your stakeholders will set the tone for a productive and successful working relationship.

14. Explain To Your Direct Reports And Stakeholders What Your Work Style Is

I’ll share my personal experience as a manager with you, so hopefully, you can understand this tip better.

I like to be open with my communication with direct reports and stakeholders. To make this simple for everyone, I share a document about how I work.

As for my leadership style, I am very adaptable and will determine, with the help of my direct reports, what type of support they need.

Some team members may be more independent, while others may require more direction and guidance.

With those that require my guidance, my focus will be on understanding if they need direction because they lack confidence or knowledge of the topic.

15. Remember That Your Employees Are Different

It’s important for managers to remember that their employees are all different and have different needs.

Some people may respond well to a more hands-on management style, while others may prefer to be given more freedom.

Trying to manage everyone in the same way is likely to lead to frustration on both sides.

Bad managers often make the mistake of assuming that everyone wants the same things from their job.

They expect everyone to be happy with the same level of responsibility or the same management style. This can lead to conflict and resentment and ultimately damage team morale.

On the other hand, high-performing teams are typically those that have managers who understand and cater to the individual needs of their employees.

By taking the time to get to know your team and what makes them tick, you can create an environment where everyone feels valued and respected.

16. Schedule Regular One-On-One Meetings With Your Boss

As an employee, it’s important to stay in regular communication with your boss.

Not only will this help you stay on top of company goals and objectives, but it will also allow you to discuss your professional goals and progress.

One-on-one meetings are a great way to do this, and they should be scheduled on a regular basis.

During these meetings you should discuss how you’re making progress towards your quarterly goals, ask for specific feedback, and discuss any topics relevant to your career and performance.

And don’t forget to use these meetings as an opportunity to prepare for your annual review!

17. Keep Track Of Your Career Performance

Keeping track of your career performance means using a tool to register:

• Your Achievements
• Your Failures
• Lessons Learned

Doing this will not only refine your leadership skills but also make it easier to track your progress and show it to your boss during performance review meetings.

Additionally, you will become a better leader for your team. Your team will be able to see that you are continuously learning and growing in your role.

This will inspire them to do the same and create a culture of lifelong learning in your workplace.

There are many great career tracking tools available online. I highly recommend using one if you want to take your career to the next level.

18. Schedule Regular Meetings With Peers

As a manager, one of the most important things you can do is stay connected with your peers.

By scheduling regular meetings with other managers, you can ask questions, brainstorm ideas, and collaborate on projects.

These connections will help you transition smoothly into your new role and set you up for success.

In addition, meeting with your peers can also provide a much-needed opportunity to relax and bond with other like-minded individuals.

So be sure to schedule some time for peer-to-peer meetings in your calendar. You won’t regret it!

19. Schedule Regular Meetings With Senior Leaders

Great leaders are always learning, and one of the best ways to learn is to meet with upper management leaders inside and outside your company.

Connect with genuine, knowledgeable, and humble senior leaders willing to learn, listen, and teach.

Just because they’re senior leaders and you’re a manager doesn’t mean they know everything and that you don’t have anything to offer.

Schedule regular meetings with them to learn about their experiences, challenges, and successes.

You can also use these meetings to help them achieve their goals by offering your advice and collaboration.

20. Sign Up For Relevant Courses Regularly

One of the best things you can do to keep your career on track is to regularly sign up for job-relevant courses.

Not only will this help you stay up to date, but it will also give you the opportunity to learn new ideas and develop new skills.

In addition, managers can share what they’ve learned with their employees, and help them be more successful. 

By taking courses on a regular basis, you can ensure that you are always ahead of the curve and able to provide your employees with the best possible leadership.

21. Ask For Help

One common misconception is that managers should know everything and have the answers to all questions.

Managers should feel comfortable about asking for help and collaborating with their employees to resolve issues together.

While it is certainly important for managers to be well-informed, they cannot possibly know everything.

A good leader recognizes when it is time to delegate effectively and ask for help. This is an essential part of the management role.

22. Check If There Is A Good Onboarding Process

I remember thinking that having an onboarding process for new employees was common sense and a given. I was wrong.

So, check if there’s a comprehensive onboarding process in place to welcome new hires to their new team.

The onboarding process should not only include an introduction to the company and its policies but also an overview of their new responsibilities and the team’s goals.

In addition, new employees should be given a chance to meet with their peers and stakeholders.

This is their time to ask questions and get to know everyone, which will provide them with a better understanding of their new job.

The last thing you want is for new hires to feel overwhelmed (and to lose them) because they were not provided with a strong foundation.

23. Understand What Your Employees Are Struggling With

As a leader, your focus should be on the success of each individual contributor on your team.

They could be struggling with something in their personal life, their workload, useless or complicated processes or tools, difficult peers or stakeholders, etc.

All of these things can take a toll on employee engagement and productivity.

If you can identify the root cause of the problem, you can take steps to help them resolve it.

Part of your job is making sure your team understands processes and tools too.

This will improve their work performance and their morale, and engagement.

24. Align With Your Boss On Your Goals

New leaders should make sure at least these three elements are covered when discussing goals with their boss:

• Your goals are aligned with the company’s objectives.
• Your goals are captured in a tool or document.
• Your manager gives you the green light to start working on specific tasks.

After all, you want to make sure you’re working on specific tasks that will help contribute to the company’s success.

Having a growth mindset is also important when setting goals with your boss.

This means being open to feedback and willing to adjust your goals as needed based on positive and negative feedback from your boss or other stakeholders.

Ultimately, aligning with your boss on your goals will help ensure that everyone is working towards the same objectives and that you’re set up for success.

25. Develop A Skills Matrix

A skills matrix is a fancy word to describe a tool or document used to improve your team’s performance and to identify their skill set and level of interest in a particular skill.

If your employees understand their strengths and areas of opportunity, they’ll know who to go to with questions and also keep in mind which skills they have to work on to develop.

This is a fantastic document you can use with stakeholders and each individual contributor in your team if you are a first-time manager.

26. Align With Your Employees On The Tools To Communicate And Collaborate

As a new manager, one of your first tasks is to establish open lines of communication with your employees.

You need to let them know that you are available to answer their questions and address their concerns.

At the same time, you should provide employees with the information and tools they need to do their jobs effectively.

Companies usually have many different tools for the same purpose. So, make sure everyone in your team knows which software to use to communicate and collaborate.

27. Don’t Assume, Ask

The last point I want to make is regarding making assumptions.

Do not make assumptions about the way things are done or what is expected of you in your new job.

If you have any doubts, just ask your boss or a more experienced colleague. It is always better to be safe than sorry.

What Advice Would You Give A New Manager?

First, remember that you’re now in a leadership position and you have to set an example.

Additionally, not only are you responsible for your own work, but you’re also responsible for ensuring that your employees are successful.

Finally, don’t be afraid to ask for help. If you’re feeling overwhelmed, reach out to your boss or HR for new manager training if necessary.

Conclusion

Being a first-time manager can be a daunting task.

There is a lot of responsibility that comes with the position, and it is important to act with integrity and respect at all times.

Additionally, new managers need to be organized to meet deadlines.

If you’re feeling overwhelmed, don’t hesitate to ask for help from your boss or HR. There’s always new manager training you can benefit from.

You can also reach out to me, and I can help you feel confident about your new role as a new manager.

Start by following the tips above, and you can set yourself up for success as a first-time manager.