New managers can face a surprisingly wide range of challenges, from earning the trust of their team and dealing with conflict to managing workloads, giving feedback, and keeping employees motivated. In this guide, I look at 35 of the most common problems new managers face and what you can do about them.
Why Being a New Manager Can Be Hard
Being a new manager can be challenging because the job changes quickly and the learning curve can be steep. You are no longer responsible only for your own work, but also for a whole team, and you will find that there are many problems to deal with; problems you never before considered.
In an ideal world, we would all be fully and properly trained and have the skills we need to take on a new role.
This is rarely the situation, though, and when we begin as a first-time manager, we normally have to manage other employees, even though we often lack any experience in managing others.
Struggling as a manager is not uncommon, and new manager challenges and how to overcome them are something we tend to work out as we gain experience and training.
If you’re deciding which skills to prioritize, see our 7 essential training topics for first-time managers.
Dealing with difficult people, knowing how to manage employee absences, and working out how best to motivate and build employee engagement are things you will learn to deal with successfully as you move forward.
It can be worth being aware of the types of common challenges of new managers in order to go into management with a clear and realistic understanding of what’s involved. For more advice, you can also see our first-time and new manager training guides.
Challenges for New Managers
Communication and Teamwork
1. How can I build trust with my team as a new manager?
Building trust with your team is essential, especially as a new manager, because with trust, your team is more likely to work more effectively for and with you.
It is important from the start to lead by example, and this includes:
- Being transparent
- Showing integrity
- Always working to include everyone equally
- Being honest and keeping to your promises
- Demonstrating competence in your role
These are also important traits of ethical leadership, which can help managers build trust by treating employees fairly and leading by example.
This can take a little more time if you are managing former peers.
Also, make good use of active listening skills so that you develop empathy and understanding of your team.
By listening carefully early on to the needs of your team, you will very quickly get a clear understanding of how to better manage your team.
Home in on any issues or anything that you can improve, any issues they have, or anything that is stopping them from doing their job efficiently.
Active listening skills improve empathy and give employees a sense of having been heard and valued.
Try also to always be approachable by having an open-door policy, whereby your team feels able to quite easily talk with you if they need to.
Also, ensure you do regular 1-to-1s with each team member to get an insight into how each employee is doing and how you can help them.
You can read the 12 tips on building trust in the workplace here.
2. What can I do to improve team communication?
You can improve team communication in many ways, including:
- Fostering open dialogue
- Actively listening (as mentioned above) to your team members
- Providing regular updates
- Encouraging feedback to ensure every employee has a voice
3. How can I encourage my team to collaborate effectively?
There are several ways to guide team members to work together and to thrive as a team.
You can encourage shared goals and responsibilities and promote collaboration between team members.
An example of fostering cross-functional collaboration within the same team is to implement a buddy system or job shadowing program.
For instance, you could pair up team members with complementary skills or expertise to work together on specific tasks or projects.
This facilitates mutual learning, the exchange of best practices, and a more comprehensive grasp of various facets of the team’s tasks.
By promoting collaboration in this manner, team members can harness each other’s strengths, refine their abilities, and ultimately make more impactful contributions toward achieving the team’s objectives.
4. How can I go about establishing a strong team culture?
Start by defining core values and shared goals for the team.
In addition, develop a system of open communication by having open meetings where everyone can give ideas and input. Also, be approachable and always available to your team.
In addition, encourage collaboration between colleagues, including the idea of mentoring.
Employees from different generations can bring different skills and perspectives. A recent graduate employee might, for example, be able to teach social media skills to a much older employee.
Through mentoring, younger or less experienced employees can often feel more respected and valued (such as for their IT skills) when given the chance to share their skills.
Likewise, older employees learn and develop new skills as a result and gain respect from less experienced employees.
The same can be true in reverse, such as when a much more experienced employee teaches skills such as strategic planning or how to develop SMART goals to a young employee.
Skills sharing helps trust in the workplace develop and can be a cost-effective way to build team morale and skills jointly.
This is one of the challenges for new managers that just needs time and patience.
5. How can I run effective team meetings?
You should set clear objectives and a clear agenda for the meeting.
Also, only invite relevant participants to the meeting, especially considering the amount of wasted time employees can spend at meetings.
Try also to start and end the meeting on time to encourage good timekeeping.
At the end of the meeting, summarize key points and action items, and follow up as needed to show accountability.
6. How should I resolve conflict between team members?
Act promptly to address conflicts, and take time to listen to all parties involved without prejudging either party involved.
Remember that it is your job to facilitate the solution, and it is NOT your job to take sides in the conflict.
Focus only on the solution and mediation.
7. How can I stop team conflict from escalating?
Try to promote understanding and empathy, and to facilitate open communication. Empathy is key, and this is an element of emotional intelligence, a very important set of skills that can be developed and nurtured.
You need to find common ground and to try to build and seek mutually beneficial solutions.
You can do so by encouraging each party to try to see the issues from the other person’s perspective.
So, when two team members are debating an issue and cannot agree, it can be useful to encourage a discussion whereby the positive points of each side of the argument are listed.
This way, you can encourage both parties to acknowledge that there is value in looking at an issue from different perspectives.
8. What is the best way to manage EDI (Equality, Diversity, and Inclusion) in my team?
There are several things you can do to address diversity and inclusion in your team, including:
- Take Inclusive leadership training as a manager, or at least ensure that you understand techniques for fostering inclusion.
- Encourage a culture of respect and acceptance, and provide diversity training to your team so that they all understand the basics of Equality, Diversity, & Inclusion.
- Ensure that everyone in your team feels included and that they feel comfortable voicing their ideas and thoughts.
- Address any issues of bias and discrimination promptly and effectively.
>> Learn more about Workplace Equality, Diversity, and Inclusion.
9. As a new manager, how do I manage office politics?
Understanding the dynamics of office politics and forming strategic alliances can be challenging as a new manager, especially in a large organization.
The key to overcoming office politics is to learn how to understand the different types of office employees and techniques for dealing with each of these groups.
We provide Office Politics Training Materials for trainers in case you are interested.
10. What steps should I take to build trust and rapport with stakeholders outside of the team?
Build trust by demonstrating competence, reliability, and integrity, communicating openly and transparently, and delivering on commitments.
Also, elicit feedback (and act on it) to show that you appreciate their input, and always try to negotiate win-win solutions so that the other party knows that you also have their interest at heart.
Productivity and Engagement
11. What is a good way to set team goals?
A very effective way to set team goals, and to do so in a structured way, is to use what are known as SMART goals.
SMART goals refer to Specific, Measurable, Achievable, Relevant, and Time-bound goals that involve team members in the goal-setting process, track progress regularly, and celebrate milestones along the way.
12. How do I manage competing priorities and requests from upper management?
You might benefit from specialized resources such as our Managing Up Training Materials to help navigate communication upward. Some tips, though, to get started are as follows:
Firstly, prioritize tasks based on importance and urgency: When faced with multiple tasks or requests, it is crucial to assess each one’s importance and urgency.
Importance refers to how significant a task is in achieving organizational goals, while urgency relates to the timeframe within which it needs to be completed.
Communicate openly about workload and capacity: Transparent communication is key to managing competing priorities effectively.
Regularly discuss workload and capacity with your team members to understand their current commitments and any challenges they may be facing, and make informed decisions accordingly.
Seek clarification and guidance as needed: If you receive conflicting priorities or unclear directives from upper management, do not hesitate to seek clarification.
Advocate for your team’s needs and priorities: As a manager, it is essential to advocate for your team’s needs and priorities when managing competing demands.
If certain tasks or requests risk overburdening your team or detracting from their primary objectives, communicate these concerns to upper management.
Offer alternative solutions or negotiate timelines to find a balance that supports both organizational objectives and team well-being.
You might also want to consider which training is likely to provide the best return on investment (ROI) so that you can tailor any request for training budget, with a clear plan and proof of the benefits.
13. What are some effective techniques for motivating and inspiring my team?
Recognizing and celebrating the achievements of your team can go a long way toward motivating them, and oftentimes, all it requires is a simple thank you for acknowledgment, such as in a team meeting (see more on gratitude in the workplace).
Make sure also to provide opportunities for development for everyone, as this provides extra incentive to many employees.
Through regular 1-to-1 meetings, you will learn about your employees’ own career goals, and by helping them to further advance their careers, you will find that they are more motivated in their work.
Ask yourself, for example, are there any tasks that they could benefit from being included in, or is there any training that would help them, while also aligning with the company’s goals?
14. How can I improve low team morale?
Begin by trying to understand the main cause of low morale by getting feedback from your team, such as by having 1-to-1 meetings with each employee and rooting out any underlying issues.
Common causes of low team morale include:
- Bad communication within the team (so, for example, false rumors spread, such as about job losses).
- Minor conflicts (which could so easily have been solved early on) can grow into larger conflicts.
- Lack of attention on your part as a manager, such as when workloads are unrealistic and causing stress to your team, but you have not taken the time to really listen to your team, or been approachable enough.
A range of strategies can also help over time, including:
- team-building workshops
- recognition awards
- gratitude workshops and circles
15. How can I make team members feel valued and included?
To ensure team members feel valued and recognized for their contributions, it is crucial to not only acknowledge achievements publicly but also provide avenues for their professional growth and advancement.
Regularly expressing gratitude and appreciation through personalized gestures or team-wide recognition events further reinforces a culture of appreciation, fostering a strong sense of belonging and motivation within the team.
16. How do I ensure remote employees are included and engaged as part of the team?
Managing a team that is composed of remote team members and office-based members is increasingly common now, so you might well already face this situation.
The key, with remote employees, is to ensure that you communicate regularly and clearly with them.
Make sure, just like with office-based employees, that you do regular (i.e., monthly) 1-to-1 meetings with them and also ensure that you include them in team meetings.
It is really easy nowadays to run meetings whereby you can connect with remote employees on a large screen and the office-based employees in the meeting room, so that all of the team can see each other, no matter where they work from.
Do not forget to also involve remote team members in decision-making, training, and mentoring opportunities.
Furthermore, make sure to offer support and resources for remote work challenges.
You might also want to read this post on 10 ways to manage remote staff.
17. How do I empower my team to take ownership of their work?
Micromanagement can hinder team productivity and morale, but new managers may struggle to find the balance between providing guidance and allowing autonomy.
Developing trust in team members’ abilities and delegating effectively is key to guiding them to want to have more control of their work.
18. How do I manage productivity and engagement during times of change & uncertainty?
Communicate openly and transparently with the team that you manage by providing regular updates and reassurance, and be honest about what you know.
Also, involve team members in decision-making, and focus on maintaining a sense of purpose and direction.
Focus on maintaining stability and morale, and lead by example with your own adaptability and resilience.
19. How can I make my team more innovative and creative?
I recommend starting by encouraging experimentation, recognizing and celebrating new ideas, and providing resources for professional development.
The key here, though, when creating a creative workplace, is to allow for mistakes to happen without the team being afraid of getting in trouble.
To find great solutions, for example, they might need to first make 6 or 7 prototypes or stages to get to the final product.
To summarize, you can promote innovation in your team by:
- encouraging experimentation
- providing autonomy
- rewarding creativity and risk-taking
- and creating a safe environment for sharing ideas.
Employee Development and Performance
20. How do I identify and develop potential leaders within my team?
To work out which employees are potential leaders of the future, I recommend two key things: Observation and Development.
Observation: I recommend paying attention to team members who:
- show initiative
- take on extra responsibilities
- demonstrate strong decision-making skills
- are good at problem-solving
- and have a positive attitude.
These are often signs of leadership potential.
Development: Once you identify potential leaders, provide opportunities for growth.
This includes giving them challenging projects to stretch their skills, offering mentorship and coaching, and encouraging their participation in leadership development programs.
21. What are some strategies for providing constructive feedback?
When offering feedback, you need to be objective and non-judgmental and provide actionable suggestions for improvement. Indeed, knowing how best to provide feedback can be one of the biggest challenges for new managers.
Do not forget that the goal is to get positive results, so use feedback to guide and motivate your team, not to drag them down or simply to criticize them.
Remember also that each employee will respond to feedback differently. Some employees love to receive direct and to-the-point feedback so that they can immediately work to improve and move forward.
Other employees may need feedback to be delivered more carefully.
The key point is to keep all feedback focused on the goal at hand and to focus on the positives and the way forward.
Learn more about effective vs ineffective feedback.
22. How can I guide my team to take more accountability?
You can start as a leader and manager first by being a manager who takes accountability and by making your own responsibilities clear to your team.
Make it clear how you will support them and manage them, and what they can expect of you.
Next, recognize and reward employees when they take accountability for tasks and also ownership of any problems that occur.
Also, delegate responsibilities, set clear expectations, and provide autonomy and support.
23. What steps should I take to onboard new employees?
Onboarding is an important stage because it shapes a new employee’s early experience of the organization.
In addition to providing a warm welcome, clarify the role and responsibilities from the start.
As the manager, you will also want to ensure that IT equipment, training, and resources are in place and ready for the employee’s arrival.
One thing you can quite easily do immediately is to introduce them to team members and talk them through the company culture.
Check in regularly with the new employees in the first few weeks to address any questions or concerns and make it clear that they can approach you anytime with any issues.
24. How do I ensure my team members have everything they need to succeed?
It can also take time, as a new manager, to understand and work out how to best make use of limited resources, especially when it comes to training that could help your team.
If resources are limited, then consider mentorship within the team (as already discussed), such as where one skilled employee can train another (this in itself builds team unity through mutual respect).
If there is a training budget, consider carefully what each employee needs to learn and know to best do their job.
Take the time, for example, to do a 1-to-1 with each team member and find out what skills they have and which ones they lack. In other words, try to work out the skills gap and what is really needed.
Try also to remove obstacles, such as in terms of software and hardware, in a methodical way.
If time is short, you might want to allocate this evaluation task to one of your team.
25. How do I manage performance issues while maintaining team morale?
Address performance issues promptly and privately, and make sure that your feedback is clear and based on specific things that you need to address.
You will need to ensure that you offer constructive feedback so that you can maintain a positive management style.
Also, make sure that you offer support for improvement.
Always maintain a positive and supportive team environment.
26. How do I handle difficult conversations?
One of the keys to managing such difficult situations is to prepare in advance.
Firstly, choose a quiet place for the meeting, i.e., somewhere where you will not be interrupted and where you can provide confidentiality.
Secondly, ensure that you understand clearly any disciplinary processes (ask your HR team for support as needed).
During the meeting itself, focus on the behavior or performance, while remaining calm and objective.
Also offer support and resources for improvement.
27. How do I manage an employee who is not meeting expectations?
To handle situations where team members are not meeting expectations despite clear communication, it is essential to address performance issues promptly.
This involves providing constructive feedback, offering support and resources for improvement, setting clear expectations, and documenting concerns.
By employing these strategies, you can effectively guide team members toward success while fostering a culture of accountability and continuous improvement.
28. How do I handle situations where team members are not open to feedback?
This can be a very challenging situation as a new manager, and it does take experience and time to become good at learning how to coach employees.
In short, though, try to address the resistance by:
- building trust
- providing constructive feedback
- asking questions, so they can work out the solution themselves, rather than telling them what to do
- asking them to provide a solution, so they feel empowered
- focusing on behaviors and outcomes
- and offering support and resources for improvement.
Employee Well-Being
29. How can I build a team that is resilient and good at dealing with challenges?
With strong resilience, we are better at managing setbacks, finding solutions to problems, and being able to come back stronger and more knowledgeable.
So, to help your team be a resilient one, start by leading by example by being confident and strong in adversity.
Leading by example is a powerful way to show others how to be resilient and effective.
As a leader, also do not be afraid to acknowledge challenges openly, i.e., to normalize the idea that work challenges are simply there to be overcome.
Also, ensure that you provide support and resources for your team to be able to cope with stress, and encourage a growth mindset.
30. How can I balance team performance with employee well-being?
Balancing achieving results with a good work-life balance for both yourself and your team is not easy.
What you should do, though, is set realistic expectations and recognize and reward both individual and team achievements.
Another thing you can do is to use your 1-to-1 meetings with your team members to check that their goals are always aligned with the company’s goals. Also, check that their workload is manageable but still challenging enough to make their job interesting.
This balance between well-being and productivity can be especially hard to find as a new manager, but it will come with experience, trust me.
31. What strategies can I use to promote work-life balance in my team?
Knowing how hard to push your team without harming work-life balance is an important management skill that you can perfect over time. In the meantime, here are some pointers:
- Set Realistic Expectations: Establish achievable goals to reduce stress.
- Provide Flexibility: Can you let them work from home part of the time, or might you be able to provide more flexible hours?
- Encourage Time Off: Advocate for regular breaks and utilize vacation time.
- Promote Inclusivity: Respect diverse needs and responsibilities.
- Offer Wellness Programs: Implement initiatives supporting physical and mental health.
32. What strategies can I use to handle situations where team members are experiencing conflict outside of work?
This is yet another difficult situation and one of the most difficult challenges for new managers, as it clearly needs very careful handling.
Handle these out-of-work conflicts by providing support and resources, and very importantly, by maintaining confidentiality.
Also, offer flexibility and understanding, and promote open communication with the employees in question. In other words, make your time and access easily available to the employee to ensure you are able to provide the level of support needed.
If necessary, though, also consider involving the Human Resources Department if special support and/or counseling is needed.
33. How can I manage my own stress and avoid burnout as a new manager?
You will probably find that you put every ounce of your energy (and 10% more) into trying to be a good new manager.
It is tough, and it is challenging, and it is easy to overwork and get burnt out.
Developing self-care strategies and seeking support from mentors or peers are essential for maintaining resilience and effectiveness as a leader.
It is essential that you take care of yourself, as much as it is essential to take care of and manage your employees.
A burnt-out manager is unlikely to be a motivational one!
Learn more about how to build confidence as a new manager.
34. How can I manage and deal with any bullying and harassment issues?
Providing a work environment that is free from bullying and harassment is essential to protect your team’s well-being.
Here are a few strategies that can help you do this:
- Establish policies: Have a clear policy about what constitutes bullying and harassment, and what the consequences are of these types of behavior. This policy should cover different types of bullying and harassment, including verbal, non-verbal, physical, and online.
- Act promptly: Take immediate action against the perpetrators of bullying and harassment and take every complaint seriously.
- Training: Provide your team members with training on bullying and harassment.
- Communication and feedback: Empower your team members to speak up if they experience or witness any bullying or harassment and provide them with channels to report this without fear of retaliation. For example, they could do this through a designated HR person, an anonymous hotline, or a suggestion box.
- Support: Put in place ways to support those on the receiving end of bullying or harassment. You could liaise with HR to see if they can provide employees with counseling or other resources.
35. How do I monitor my team members’ well-being?
There are many ways you could do this, including using:
- One-to-one meetings to discuss any issues, concerns, or thoughts the employees may have
- Anonymous surveys and questionnaires, which can cover topics such as job satisfaction, work-life balance, stress levels, and overall happiness at work
- Open forums, such as meetings where everyone can share their ideas, to support a sense of community and collective problem-solving
- Exit interviews, to understand the experiences that employees who are leaving had while working with you and your team
If you’re just getting started in management, our 10 first-time manager tips provide a practical overview of the habits and approaches that can make the transition easier.
FAQs
What challenges can a new manager face?
Having to manage other people tends to be the biggest challenge as you learn to motivate, manage, delegate, coach, and guide others.
What are the 4 biggest mistakes new managers make?
Four common mistakes new managers make are:
– Failing to create an inclusive workplace where ALL employees feel valued.
– Having favorite employees and showing bias toward them.
– Not learning how to give effective feedback.
– Not being an active listener and missing many important cues.
What is a manager’s greatest challenge?
One of the greatest challenges for a new manager is gathering all the different skills that are required. You need to be a good listener, motivator, compassionate, a good leader, etc. You can get training, though, in most of these areas and develop into a good manager.
Conclusion
The challenges for new managers are ones we all experience and have to deal with on the way to becoming great managers. You are not alone. Becoming a new first-time manager is undoubtedly a significant change and learning curve.
While it comes with its fair share of challenges, it is also an opportunity to develop and grow into your new job role.
By recognizing and addressing these challenges head-on and leveraging the insights shared in this blog, you can, as a new manager, confidently navigate the path to leadership!
