I encouraged her to take advantage of the company employee assistance program. I suspected the other person was having personal issues and dealing with a substance abuse issue. I was able to carefully coach her into pursuing a new role within the company where she flourished. I found that one person was better suited for a role in IT. In one case, I inherited a two-person team, and both were underperforming. If you find you have a hard-working employee who just can’t get their tasks done, determine if they can be moved to a position better suited for their skill set or if they need additional training. As a first-time manager, you may need to talk to HR about how to document your coaching process. If you find you have inherited under-performing team members, try to identify the triggers for improved work performance and set new expectations. Those who are trying, but not working to their full potential should be coached, guided, and trained. Employees that are performing well should be rewarded and recognized. Create a system for evaluating your employees’ performance against their job description and their individual goals. Take the time to form your own opinion of your new team. This made my transition much easier because my team already saw me in an unofficial leadership role and I could give them all my secrets to help them be successful. Before I was promoted, I was the person everyone came to with questions. I had managed all the same projects my team was now running. Years ago, when I was first promoted from manager to director, I was able to share all my best practices, project management processes, and checklists I had developed as a manager. Reassure them by letting them know you’re still there for them to troubleshoot problems or share a laugh – you’re still you, just in a different role. Meet with your team to let them know this transition may feel strange since you worked as peers. It’s also important to address the elephant in the room with your new team. Ask about mentors or find somebody in the company who made the transition before you and get some pointers from them. How can you easily adjust to being promoted in your department? Ask your HR department for access to first-time manager training to help you gain the skills you’ll need in your new role. You’ve gone from being a co-worker to boss and now you’re expected to lead your former peers. Here are 10 training topics your first-time manager needs to make a smooth transition: Almost 60% said they never received any training when they transitioned into their first leadership role.26% of first-time managers felt they were not ready to lead others to begin with.20% of first-time managers are doing a poor job according to their subordinates.So, set your new managers up for success to lead, develop, and retain their new teams with the right training.Īccording to the Center for Creative Leadership: People don't leave companies they leave bad bosses. ![]() As a first-time manager, training is key to success.Ī common problem we are all facing is employee retention and filling the vacated roles as people move on to new companies. The increased visibility and responsibility offer new challenges and stresses. ![]() It can also be intimidating and overwhelming. ![]() Being promoted to your first management position is an exciting time in your career.
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