So You've Been Promoted - Now What? Tips for Newly Appointed Line Managers

2 min read

Stepping into a managerial role for the first time can be both exhilarating and daunting. As a new line manager, you're tasked with leading a team, making decisions, and driving results. However, amidst the excitement, there are several common pitfalls that many new managers encounter.

TLDR:  Trust your team, lean-in to tough conversations, be authentic, communicate openly and regularly and break down tasks into prioritised, bite-sized pieces.

Pitfall 1: Micromanagement

A common pitfall for new managers is the temptation to hold on to their own expertise and to micromanage. This may happen for several reasons: habit, a desire for speed, efficiency or to maintain a perceived standard, or because they doubt their team's abilities. In any and all circumstances, such overly-close supervision and control over every aspect of the team's work invariably leads to decreased morale, autonomy, and productivity. 

Remedy: Trust team members to do their jobs effectively. Delegate tasks and responsibilities appropriately, providing clear guidance, boundaries and support where needed. Focus on empowering the team to take ownership of their work and make decisions autonomously. Recognise and celebrate their achievements, promoting a culture of trust and accountability. Take calculated risks and accept failures as essential parts of the learning process. 

Pitfall 2: Avoiding Difficult Conversations

New managers may shy away from difficult conversations, such as addressing performance issues or providing constructive feedback, especially in circumstances where they are now managing individuals who used to be peers. Avoiding these conversations can lead to unresolved issues, resentment, and a decline in team morale.

Remedy:  Approach difficult conversations with empathy, honesty, and professionalism. Prepare by noting examples and goals. Hear your team member out, offering helpful constructive feedback focused on solutions. Offer support and resources for their challenges. Address problems early to prevent escalation and to avoid future negative anticipation due to prior avoidance.

Pitfall 3: Thinking You have to be Something You're Not

New managers can sometimes come across as inauthentic because they think that they ought to behave in a certain way - perhaps in a way that they've experienced previously from a line manager of their own. This might manifest itself in a number of different ways such as providing answers without listening, fearing appearing wrong, or favouring certain team members. Such behaviour can alienate the team and appear autocratic.

Remedy: Remember the best line managers you have worked with, what their positive traits were and emulate them. Empower the team to make decisions and do not attempt to be the most vocal person in the room. Give time and space to others. Understand your personal values and live them authentically both in and outside of the workplace.  Ask for feedback from those around you including those you lead.  As Simon Sinek said, 'Leaders Eat Last' - put the needs of your team above your own. 

Pitfall 4: Lack of Clear Communication

New managers may struggle to communicate expectations clearly, leading to confusion and misunderstandings within the team. Effective communication is essential for setting expectations, providing feedback, and aligning team members with goals and objectives. 

Remedy: Prioritise regular, open communication. Schedule regular one-to-one meetings to discuss goals, expectations, and any challenges. Be transparent about your expectations and provide constructive feedback in a timely manner. Encourage open dialogue and actively listen to the team's concerns and suggestions. Ask questions to check for understanding. Respect that every person in the team is an individual and that you have to tailor your communication style accordingly. 

Pitfall 5: Failure to Prioritise

New managers may also struggle with prioritisation, feeling overwhelmed by the demands of their new role. Without clear priorities, managers may find themselves juggling multiple tasks and responsibilities, leading to stress and burnout.

Remedy: Take the time to identify and prioritise key objectives and tasks. Focus on the most important goals that align with your team's objectives and the organisation's strategic priorities. Break down larger goals into smaller, actionable steps, and allocate resources accordingly. Learn to say no to non-essential tasks and delegate where possible to ensure focus on high-impact activities.

Becoming a successful line manager takes time, effort, and a willingness to learn from mistakes. Remember to prioritise open communication, trust your team, focus on key priorities, and address issues proactively to create a positive and productive work environment.  If you feel that you need assistance in taking the necessary steps through the minefield of newly-acquired leadership responsibility, please contact me for a free 15-minute initial strategy chat.