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14 HR Pros Explain How To Overcome Common New Manager Challenges

Forbes Human Resources Council
POST WRITTEN BY
Expert Panel, Forbes Human Resources Council

Many professionals want to climb the corporate ladder and assume a leadership position. This transition is rarely an easy one, though: First-time managers face a lot of challenges, such as navigating their new team dynamic and developing talent on their staff.

Without the right help and guidance through these issues, a newly promoted leader may not be as effective as they could be. While they often receive training from their direct supervisor, it's important to let them know that HR can help, too. According to Forbes Human Resources Council, here are some common new manager struggles that a company's HR department can assist with.

All photos courtesy of Forbes Councils members.

1. Handling Employee Issues 

One very common challenge is managing other people, their work and your own work all at the same time. Employees who climb into management typically don't have experience with handling employee issues and easily become overwhelmed in their new position. They forget to understand and practice HR laws daily, and HR is there for guidance. Don't feel afraid to pick HR's brain! - Tiffany Jensen, Pure Grips

2. Lack Of Leadership Onboarding 

Every new manager should know that HR is not only hiring and firing, but rather a true partner for them. The partnership should start by offering new leader onboarding, where they are given access to tools and training needed to make the change from leading self to leading others. Daily tasks and compliance expectations change, and working with their HR partner will ensure a smooth transition. - Sandi Wilson, FinTek Consulting

3. Their First Firing 

I think one of the biggest challenges new managers struggle with is their first layoff. Many new managers dread it — between the anxiety felt during the notification or restless nights that lead up to it. I wish new managers knew that HR is not only here to support them through the process, but also here to help address the negative post-layoff emotions felt by many of the remaining employees. - Dr. Timothy J. Giardino, Cantata Health

4. Building Trust With Their New Team 

Going from peer to leader is challenging. Take advantage of leadership courses, mentoring programs and coaching from HR. Work to build relationships with your teams. Many times new leaders are so anxious to hit the ground running, they don't have the patience to build trust first. Without trust, there is no team. There are just individuals who coincide together doing work. - Lotus Buckner, NCH

5. Navigating New Team Relationships 

It can be tough to manage people who were peers and friends before you became their manager. You may wonder how to give them direction and hold them accountable. Your HR partner has helped many managers in similar situations. Ask if she can introduce you to someone who transitioned smoothly into a new manager role. Then, take them to coffee and ask how they successfully navigated the change. - Mikaela Kiner, Reverb

6. Communicating With Different Learning Types 

Managing a team requires communicating information, and not all team members learn in the same way. There are visual, auditory and kinesthetic learners who internalize information differently, and new managers may not be familiar with the various learning styles. Employers should provide communication training to new managers, and managers shouldn’t hesitate to request it if it’s not offered. - John Feldmann, Insperity

7. Asking For Help 

New managers must remember they are employees too and it is okay to ask for help. The most important thing new managers can do is ensure the team understands expectations/roles with consistent feedback. We all do not need to be the expert on all things. New managers can seek advice and counsel from HR for coaching, resources and training programs and gain a high level understanding of employment law. - Sherry Martin, OmniTRAX

8. Feeling Like They Must Have All The Answers 

A common new manager struggle is unrealistic expectations about what it means to be a manager. Often times, new managers mistakenly think they now have to be an expert on all things. Instead, they should think about ways to best leverage their team and ask for help when needed. Proactively reach out to HR for coaching on people matters. Get into the habit of being proactive versus reactive. - Geline Midouin, McCann Health

9. Providing Consistent Feedback And Support 

The transition from employee to manager can be challenging. To avoid micromanaging, new managers often overcompensate and provide too little direction to their direct reports. It takes balance, but it’s critical for managers to provide consistent feedback and support. HR can help, offering resources such as performance management systems that facilitate two-way feedback and ongoing conversations. - Vivian Maza, Ultimate Software

10. Doing Versus Leading 

Ambitious upstarts will work to be noticed and ultimately promoted to management. It's an adjustment for a new manager to shift from doing to leading. An HR business partner can serve as an advocate, giving feedback on how one can execute through others. Leverage a “coaching inventory” to assess how a new leader is trusted, communicating and providing development opportunities to direct reports. - Stacey Browning, Paycor

11. Sharing Credit For Victories 

The notion of "what got you here won't get you there" rings true for new managers. Usually, people are promoted to manager for being high achieving themselves, however that strategy stops working in management. Shift the perspective to team first: Winning is no longer about your own achievements and continuing to operate that way can block your own manager reputation and further development. - Heather Doshay

12. Building People Skills 

In most places, new managers are so focused on production and eliminating defects, they neglect the relational part of being a manager. New managers are so focused on the end goal, they miss the fact that it's people they are working with. Leadership is not about power, it's about influence. HR can help with the development of their interpersonal savvy, managerial courage and approachability. - Frank Molinario, Security First Insurance Company Inc

13. Remaining Positive Under Pressure 

New managers are presented with a variety of people-related feedback from all levels of the organization for the first time. It can be overwhelming. Be open by remaining positive when presented feedback. This is an opportunity to explore ways to collaborate without assuming the worst. It's beneficial for new leaders to set up recurring meetings with HR or a coach to support their transition. - Betsy Johnson, Cludo

14. Managing Team Expectations 

Although new managers may have strong individual contributions and subject matter expertise, they may not yet be prepared for bridging communication gaps, managing expectations and developing team member talent. HR can be a sounding board for burgeoning leaders who may need help with honing their messages and being mindful of more complex and demanding social and professional dynamics. - Angela Nguyen, Ad Exchange Group

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