Dominic Fitch – Contributed photo

It can be a little daunting to be a first-time manager while navigating the challenges of the post-pandemic world. As a newcomer to management, you are expected to hit the ground running. That doesn’t mean, however, that you can no longer seek advice from your management colleagues.

As a boss, you now have a greater responsibility to your subordinates. But at the same time, you can give them more room to expand their skills and help them climb the ladder of success just like you did. But to do that, you need to equip yourself with new skills to adapt to a workplace that evolved overnight.

With the advent of hybrid setups, as well as the growing demand for more inclusivity and diversity at work, managers need to beef up their war chests to create a more meaningful connection for each employee. According to a report by the World Economic Forum (WEF), many managers in the office are faced with the task of guiding people via video or email. Some manage new hires they’ve never met.

“Without personal contact or informal conversations, it is more difficult for leaders to build trust. Managers need to learn a complex set of skills, including how to motivate, how to provide feedback, how to handle difficult conversations, and how to set compensation. They also need strong people skills because they set the tone for each employee’s day,” says the WEF report, entitled “How to be a first-time manager”.

The report says the main culprit behind the so-called Great Resignation, along with the gradual breakdown in communications, was poor management. It caused people to leave their jobs after experiencing disillusionment and burnout. To retain and attract top talent, managers must ensure employees are well looked after, have meaningful work, and feel seen and valued, according to the report.

Dominic Fitch, Head of Creative Change at Impact International, a UK-based experiential education company, says new managers should be open to the advice and guidance that others are willing to offer, as it only helps increase the chances of success in turn, can help them really enjoy their new role.

Fitch lists seven tips for new managers to become better leaders so their troops can rally behind them and stay put for the long haul.

1. Listen to your employees

Have you ever heard the saying, “Employees don’t leave companies, they leave managers?” Your first duty as a leader should be getting to know your employees and putting their needs first. Even if you already know your team and maybe have known them for years, becoming their manager can change your relationship significantly. Keep this in mind as you navigate your new managerial responsibilities. A company is nothing without its employees!

2. Never stop learning

As a manager, you have a lot of knowledge, but that doesn’t mean you know everything. You should understand that you will never stop learning – about your company, your industry, your competitors – and therefore should always be open to absorbing new information.

Similarly, you should encourage your employees to push themselves and expand their skills by engaging in various training courses and seminars. Not only should this increase your chances of becoming a great new manager; It will also support team development.

3. Learn how to prioritize

In this new, important role, you may feel compelled to do everything at once to make the best impression on your managers and employees. Here’s some helpful advice: Don’t worry! Take a step back, take a deep breath, and look at your tasks and responsibilities with the goal of prioritizing. You are not a superhero and no one expects you to be.

Remember that there is a difference between a task that is “urgent” and a task that is “important.” Start by listing your tasks in order of importance, tackle them one at a time, and delegate tasks to your entire team as needed.

4. Adopt different approaches for different people

The kind of leader you should be to your people isn’t a one-size-fits-all process, and a good, successful leader recognizes that different people need different approaches. While your beliefs, values, and overall leadership style shouldn’t change from person to person (that would be unfair), you should be mindful of factors like language barriers and age groups.

For example, if an employee does not speak the best English, you should keep your vocabulary simple and speak clearly and slowly. Similarly, an older employee may not respond well to being “told” what to do rather than being “asked.” Therefore, it would be polite (and effective) to adjust the way you assign responsibilities.

5. Lead by example

Nobody likes a hypocrite, especially when that hypocrite in question is supposed to be managing a workforce. To keep employee morale, productivity, and loyalty high, you should be everything you expect of your employees. How can you discipline a team member for breaking a promise when you have five outstanding commitments to action?

Lead by example and watch your new team thrive under your command. By demonstrating your own dedication, reliability and diligence, you build trust in your employees, which should motivate them to be the best version of themselves.

6. Build (real) relationships

Building relationships with your employees, customers, and stakeholders not only leads to better outcomes for the business. It also creates a more comfortable working environment for everyone involved. To strengthen your relationships with those around you, you must be sincere. Make sure you really listen instead of just listening, and focus on really understanding instead of just responding.

Organizing regular one-to-one interactions is just as important as team building exercises and could help you build a stronger relationship with each individual faster.

7. Set realistic goals with clear plans

As a new manager, you probably have all these exciting ideas to improve the business and increase employee satisfaction, but how do you intend to make those ideas a reality? To be successful in your new role, you need a number of [realistic] Goals with a clear plan on how to achieve each one. This way you make sure that you constantly reach your goals.

Don’t be afraid to consult others before beginning a new process. Your decisions as a manager affect the entire team, not just yourself. Also, getting opinions and support from your employees should make them feel important and help them feel valued, which in turn could help strengthen your relationship with them.

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