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Congratulations! You are promoted to a Manager! Well done!

Many of you are promoted to a Manager or Supervisor role because you are capable as an individual in your previous role. You have achieved outstanding results in meeting your KPIs thus you are being promoted.

B U T . . .

You may wonder what’s next after your promotion. When you have been promoted to a managerial or supervisor position, you may not be equipped with the right skills to manage and delegate the task effectively to your subordinates. Many of you, managers and supervisors are promoted because of your technical/ operational skills.  You were once a high individual performer.  But, due to NO FORMAL management training, you face the challenges to perform well in your new role.

Managing people is one of the most demanding yet career-enhancing and rewarding skills you can have. Becoming a manager is a whole new role and demands new skill sets. Managers who don’t create the right opportunities for their employees, don’t communicate with them, and don’t appreciate them often find themselves dealing with constantly high staff turnover.

Find out the 5 most important things you can do to ensure your success as new manager


1. Develop Your Manager Mindset

Being a leader is a role that requires you to put the needs and development of others before your own. Your role is to guide, coach and serve your people instead of doing it yourself. The spotlight is no longer on your individual contribution but on your team’s performance.

Be authentic with your team and constantly encourage your people to continuously learn to keep them engaged, creative and producing great results.


2. Listen Actively and Ask Questions instead of Telling Them What to Do

Eye contact, nodding your head, and watching non-verbal cues are just a few pieces of what it takes to be an active listener. One of the most vital new manager tips on this list is to pay close attention to your staff whenever they approach you for a conversation. Make a point to never interrupt them and always repeat back the key points they mention to affirm you heard what they had to say. Listen carefully to what they’re asking for, read between the lines to get to the core of what’s going on, and then do your best to provide the support they are looking for.

You should also constantly be asking your team for ideas and suggestions when it comes to business operations, strategies, and ways to improve the company vision. Instead of dictating and telling them what to do, ask questions that guide your team members to a solution to help your people learn.


3. Give Feedback to Motivate and Elicit Peak Performance

Whether the company you work for requires them or not, you should always do individual performance reviews with each member of your team, at least once a year. This is not a time to tell them all the things they are doing wrong. These reviews are a time to recognize ways they are succeeding and offer motivational insight on opportunities for them to improve.


4. Delegate and Learn to Let Go of the Details

Focus on the big picture and what your employees are accomplishing on a daily basis and whether or not they are meeting their goals. You need to empower your team members to do their work on their own, as long as they provide updates and ask for help when needed. Remember, you’re not being paid to do your old job so leave the minutia up to your staff. You don’t want to be labelled as micromanagers that need to be involved in every meeting and CC-ed on every email. Do you?


5. Embrace Your Role as a Leader

At the end of the day, your job is to make your people successful. You will no longer be judged based on your individual contribution but the success of your team. True success for managers comes from stepping out of the spotlight and moving behind the scenes! It means guiding a team from the bottom up and shifting the recognition that you’re used to receiving to others. A great leader is happy to let others shine and understands that their success is found in the reflection of their people’s accomplishments.


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