To ask for tips for a first-time manager

[LottaLou]

Hi all, I just started a new job and for the first time I will be responsible for managing people. I am starting with a bang - 5 people will report to me! From 0 to 5

I am very excited but also a bit scared, as I have no experience in people's management and I really want to do a good job.

Can you please share your tips and experiences about what makes a good manager? Or things to avoid? What would you suggest? Any suggestion is welcome!

Many thanks!

Has the company said they will support you to access any management training?
What type of manager are you? (Or think you will be).

Develop a thick skin and an ability to not care what people think of you. You won't be able to please all 5 all the time and they will talk about you amongst themselves and grumble about you at some point, however well you work.

What management training have you had?

I found the one minute manager books good.

Have a look at acas online training. They gave lots at short online training modules which may be helpful.

Also read your company policies/ procedures/ rules so you can support the team.

Don't try to be their mate.

It's better to be fair than to be nice.

They will follow your lead. If you are lax with time for example, they will be too, for example.

Learn to delegate fast.

So far I have had zero training but they promised me they will send me to take some courses down the line.

Snowy I have no clue what type of manager I will be.. How do I even find out?

Gosh I am so clueless!

Never promise something you can’t deliver.

Be firm but fair. Treat everyone the same and don’t have favourites.

If you say you’ll do something, do it. If you’re not sure or don’t know, say so but find out.

If you have to have a difficult conversation with someone about an issue, don’t put it off (bitter experience!)

Good luck!

Be fair, transparent and approachable. Understand each person's strenghs and weaknesses. Be clear about what you want or how the job needs to be done. And find a mentor! Good luck.

I am inducting a first time Manager at thr moment. My top tips are:

1. Stick to the policies and procedures. Use them to back up what you say. Manage in line with them consistently
2. Professional boundaries. No matter how friendly, full of banter and fun your team is, they are not your friends. They will turn on you in a second if you blur the lines and switch from 'mate' to manager. Always be a manager.
3. New teacher syndrome exists into adulthood. New managers can always expect a bit of boundary pushing and piss taking.
4. Never flap in from of staff, don't guess at something you don't know. Know that it is okay to not have an answer at times but feel confident saying that, assure staff you will find out.
5. Think of bad managers you have come across. What made them bad? Can you avoid this?
6. Managing staff is hard at times, and you can't help but take it personally when they play up, and it will feel lonely. Especially when they are having fun, and the atmosphere visibly changes when you approach.
7. When performance managing, provide specific examples of failure, explain the impact and be clear with what you expect and how they can achieve. Never be vague.
8. Reward and acknowledge great performance. Share any learning with the team. Give everyone an opportunity to shines.

Managing staff is tough at times, but really rewarding if you get it right and you have a happy team.

Set out your expectations very clearly

Not achieving? This is how I'll help- this is what I expect you to do-failure to achieve/ perform will result in this next step

Try and lead with the 'why' - making a change? Tell the team why- how will this improve performance/move the business forward etc- instead of just saying we're doing it this way cos I said so

Do not try to be their friend. You can't please them all all the time and trying to be their friend will only cause upset when difficult conversations are needed. Firm but fair is a reasonable approach. Lead by example with time keeping, appearance, general work conduct.

I have found it really helpful to meet with each direct report and have a 1-1 to learn what they expect/need from their manager. Specifics on what training, support, etc.

You are no longer their friend. You may well find that they are somewhat distant and don't talk to you the way they did before (assuming you have been a team member prior to your promotion) but that's okay. You just need to adjust your expectations in that regard.

Lastly, be very clear about what you expect from them. No mixed messages, treat all the same, hold them accountable for doing their job.

Good luck!

Congratulations! I’ve never managed that many at once but can think of a few things that I wish someone had told me...

1. Be fair and consistent. Unconscious bias training can be surprisingly helpful with this.
2. Make time for regular catch-ups. I have these every fortnight - they don’t have to be long but it’s useful to have regular contact.
3. Ask for feedback about how you’re managing. Each team member will be different and may need a slightly different approach or support.
4. You’re their manager; not their friend. Obviously you all want to get on, but sometimes you need a bit of distance, otherwise you won’t be able to have difficult conversations when you need to.
5. It’s mostly common sense. You’ll be fine

I wasn't finished posted too soon 😂

Sometimes you need to performance manage- try and not get emotionally involved- and one thing I found really helps is if you can back yourself up with evidence of conversations of your expectations

Try not taking on too much- if your team ask you for something clearly define a realistic timescale and give updates when this can't be done

People work much better when they feel supported and appreciated. It is motivational. This is research proven.

You can't always please everyone and you're not there to be their friend.

Fairness is critical. Also research proven.

Try to help people develop challenge them.

Don't forget to delegate.

The Open University have a free course called Leadership and Followership which I really recommend having a look at.

Most important thing is communication, hold a meeting with them as a group and then hold 1-2-1s with them individually and keep holding meetings.

Best piece of advice I was given was to not see yourself as separate from the team, you’re part of the team, you’ve just got a different role to everyone else.

Respect the people in the team. Sounds like you have not worked in that team before, maybe the company too. Get the team to train you up. You need to know what they do. Make it your priority to know all about their responsibilities and tasks ASAP. You are their representative and you need to fight their corner. Don't be a nodding dog to the senior management if their demands of your team aren't possible, it will result in all the people above and below you disliking you.

Don't be over friendly, they will be talking about you behind your back, occasionally make the tea, set boundaries early and learn to delegate

take the time to get to know your team - strengths, weaknesses and what makes them tick

Listen

Be firm, be fair

Don't try to be their friend

Listen to everything. Repeat nothing. Give it all time to settle before you start issuing directions. Maybe spend a month just listening and getting the measure of group dynamics. Let the small things go - nothing gets the staffs back up like emails about how they're using too much sugar in their coffee. They'll probably come to you with a load of complaints wanting you to do things that they've tried on with their previous manager but weren't allowed. Eg when I started as a new manager I had 2 emails requesting part time working from 2 different staff within the hour. Don't let them pressure you for an answer. Listen to them, acknowledge their request, tell them you are considering it and will get back to them - give them a reasonable timescale and stick to it. Try to accommodate people where you possibly can because why wouldn't you. NEVER EVER say 'I'm the manager.' You know then that you've lost. If you don't have a decent reason for requesting information or action then do you need it or are you just pulling your weight? The team are going to second guess you until they learn to trust you. Be calm and explain why you're taking the action you are taking. You're not good to explain yourself to them but you don't always have to - you can firmly reassure them that you have a matter in hand particularly when they start complaining about Susan getting away with X Y and Z. It usually ends up that the complainers are the lazy shits but not always.

Last of all, don't get ideas, you're a cog in a machine, your job isn't any better or more important than the receptionist or the cleaner or whoever else works in the office. You are all colleagues, all equals, all cogs in a machine - you just have different roles to play.

Oh and let them go home a bit early on a Friday if you can.

I deal with the impact of poor management daily.

Best piece of advice I was given was to not see yourself as separate from the team, you’re part of the team, you’ve just got a different role to everyone else.

I coach managers to think of themselves as the cox in the rowing team: all in the same boat, all vital, but you’re the one with the megaphone.

Learn their names, including what they prefer to be called (and how to pronounce it!). Learn their work patterns. Don't go in all guns blazing making changes, make an effort to understand why they currently work the way they do. Don't play favourites.

Excellent advice! Placemarking as I am in the process of applying for a promotion.