Last week, I highlighted some critical support systems that should be implemented to ensure a new manager’s success. Just as you would not toss an apprentice out on the trucks without the proper support or a dental assistant into the back office without the guiding hand of a hygienist, throwing someone into a management position for the first time without the proper support systems can set everyone up for failure. This week, I want to dig deeper and give you just a few more helpful systems to have in place to support new managers.
Have a skip-level system in place. Make sure they have access to leadership at higher levels of the organization. When they know they can seek guidance and support from senior leaders, it instills confidence and helps them make informed decisions. Regular communication with senior leadership fosters a sense of belonging and shared purpose for them.
Ensure they have all the resources and tools they need. This includes access to technology, data, and any specialized software or systems required for their role. Adequate resources empower them to execute their new responsibilities efficiently.
Just as every individual team member appreciates recognition, recognizing and rewarding new managers’ achievements and efforts can boost their morale and motivation. Acknowledging their contributions reinforces a sense of value and encourages continued dedication to their roles. Don’t forget to praise them often.
Make sure they have balance. It is all too easy for new managers to throw themselves completely into their new role and end up drowning. Balancing work and personal life is vital for any manager’s well-being and effectiveness. Promote work-life harmony and provide options, such as flexible scheduling or wellness programs, to help new managers stay on top of their responsibilities without sacrificing their physical or emotional health.
Lastly, new managers need patience and encouragement. The transition to a managerial role can be challenging, and setbacks are part of the learning process. Encouragement from mentors, peers, and leadership can help new managers persevere and grow through adversity.
When you support your new managers with systems designed to help them succeed, they are more likely to exceed the potential you saw in them initially.
Read Lauren’s Whitepaper on The Nine Essentials of Significant Leadership.
