Tips for a first-time manager

[msc6199]

Hi All!

I'm over the moon to have landed a promotion at work. It will include line-managing 4 members of staff. It is a relatively small team, and this position has been created due to increase in workload and therefore to assist the current manager of the department.

I wondered if anybody had any hints, tips, advice, 'must do's' or 'MUSN'T DO's' for a first time manager? I start this role in a couple of months time, so plenty of time to prepare myself.

The role is public sector with hybrid working arrangements if that helps. (Of course, all is WFH at the moment!)

Thank you so much in advance x

Hi OP, just bumping this one for you in the hope that someone will be able to help.

Keep a boundary- don’t be friends with people you manage.
Be clear on expectations and stick to them.
Nip any issues in the bud quickly.
Know your own strengths and theirs - don’t be afraid to involve them in areas where they have more expertise.
I’m sure you’ll be great 😊

Don't try to micro manage them if compitent let them get on with it but let them know you are there if they need you.

Never ask anyone to do something that you're not prepared to do yourself.
Listen.

You need to find a balance between listening to your staff and allowing them input into the decision-making process, and not being so wishy-washy that you won’t make any decisions that might upset some or all of them. You won’t get this right all of the time - it’s a really tricky balancing act.

Don’t have favourites. Be scrupulously fair, even if you find some of the team annoying and others more agreeable.

Never ever shout or snap and learn to deliver negative feedback in a professional and humane way. But don’t be afraid to deliver negative feedback if it’s necessary for the objectives of the team (rather than because you find it/them irritating).

Be aware that as long as people are achieving their objectives, they don’t have to do it exactly as you would, nor have the same personality type or behaviours that you do. Recognise that a variety of personality types and behaviours are helpful in a successful team.

Thank you all for your input, these are really helpful points and I'll make a note of them all!

(I know exactly what kind of manager I do and don't want to be - micromanaging is NOT part of the plan! 💪🏻) thanks all xx

Read up on Situational Leadership.

Use a shared document, such as a OneNote notebook to share info in regular 1-to-1s.

Recap things in writing. It helps ppl to receive info better in my experience, and if things ever go wrong then it’s v helpful to have the trail. No need to be a long slog, keep it succinct, but always back up important conversations or regular 121’s with a quick précis.

Don't be friends with your employees

It sounds like it's important to hit a balance between being friendLY with my employees, without being FRIENDS. I will definitely get reading up on this!
Thanks all xx

Know your stuff and always make a clear decision. If my staff ask me something, I give them a clear answer. I have worked for people who do not want to commit to an outcome and it is very frustrating.

Oh, and congrats!

@Youkilledmyfatherpreparetodie

Oh, and congrats!

Thank you! :)

Yes you're absolutely right. I can recall one or two managers too who seemed to be reluctant to commit to clear answers. I also think it's respectful when somebody says "I don't know!" compared to waffling BS 😂 I have a good couple of months to read up and scrub up. I'm looking forward to it!

Congratulations!
In my current work place, things I hate from management.
One person getting all the additional tasks - results in them getting higher bonus, pay rise.
Made up excuses for 'the favourite' not completing work on time, resulting in it being brushed under the carpet.
Certain people having AL accepted over others, doesn't matter who put it in first.
Basically don't be overly friendly and close to one person as these tend to get all the above.

Things that are helpful;
If someone asks a question regarding work that's quite important, reply via email so it's in writing as some managers 'forget' what they've said.
Regular team meetings and 121's.
Make sure to commit to people who want to progress, follow up, allow time in another team etc.
Know that someone people take until dinner time to function social wise. (Will sit and do work but may not speak till later in the day)
If you think someone's having a bad day, a quick email asking if their ok, need a 5 min chat away from desk or just a 5 min break can mean a lot.

This is all great advice.
Have an initial 1 2 1 with all your direct reports and ask them how they like to be managed. Ask them about great managers they’ve had in the past and what made them good. It will give you tips on what each person will need from you.
Delegate, but understand what each person actually does on a practical level.
Find a mentor or someone the next level above who you can go to with questions or to vent.
Read ‘Acting with Power’ and ‘What got you here won’t get you there’.
Good luck!

And I agree, don’t be friends with your direct reports.

I have recently been doing a management and leadership course and I bought a book, The Little Big Book of Management Theories and it has been helpful to see different ways of being a leader. It’s helped me see ways of approaching people and creating strategies to be a leader, support the team and also help them develop.

Boundaries! And don’t set up a group WhatsApp. I have individual ones with each person but we do not have a group one.
Also be transparent with treating them fairly. No favours for one that you would not do for the other.

Focus on managing the team, delegate and not doing tasks yourself. Communicate with all members of the team and be aware of the 'yes' people who will agree with everything you say to try and gain an upper hand over their colleagues. Stick to your own deadlines to ensure the team can meet theirs (e.g. approvals etc).

I don't agree with the advice not to be friends with your team. I'm a long time manager, and I'm bloody good at my job - and some of my best friends are people I've managed in the past.

You obviously can't be bffs whilst you are directly line managing them, but so long as you are fair and balanced with all your team, you don't give preferencial treatment and you are still capable of laying down the law, there's no reason you can't be friends with your team. Getting to know them on a personal level only helps make you a better manager in my opinion. I know how and why they work, what they struggle with, when stuff is difficult at home, what their aspirations are. I see them as entire people, not employees just doing a job. They work well because they want to and because our relationship means something to them.
But, you have to be firm and know your own motivations too. Self awareness is key to being a good manager, and also knowing boundaries. I've seen too many times managers over stepping in 'banter' etc and it causing problems later on.
If ever socialising with team members and they talk about work I will always say "are you telling me this as a friend or as a manager?" because they come with very distinct roles and distinct boundaries and you have to be ready to enforce them.
So there is always a line, and a very important one. But good relationships with your team are important! But I also work hard at having that relationship with every member of my team. So taking the time to chat and talk with all of them. It's very easy for people to see if you have favourites. You need to invest in everyone equally.

Never give an instruction you know won't be followed. First and most important rule of management.
Second is never give an job you won't or can't do yourself (except if there is skilled/qualified work obviously)
Third for me would be trust your team, until they prove you can't.
I was taught that a manager goes in with zero respect and has to earn it. A team member goes in with 100% respect and has to lose it. It's put me in very good stead through the years.

Congratulations! As I've progressed I've kept a list of what I have loved in managers and what I can't stand. Most is really straightforward,

• No micromangement
• Empower your DRs and let them lead their work with you to support
• Invest your time into training and growing your DRs. DRs progressing and being promoted should be your goal!
• Weekly 1-2-1 along with quarterly discussions and annual performance/career review
• Keep a line of separation (my worst manager used to cry and complain during our weekly 1-2-1)
• Trust your DRs and offer flexibility, including option to take on projects/experience in other departments
• Recognise the work your DRs have actioned, especially around senior leadership. There is nothing worst than as a junior having no credit thrown your way for your work
• Encourage your DRs to own their work. What do they like? What do they want to do more of? What is their next step? And allocate work where possible

And don't forget, have fun! A team culture which is drive, supportive, fun, interesting, with lots of opportunity is hard to beat.

Understanding that they are people with lives outside of work and that they are not indebted to you or the job and that their health comes first...that is all. Congratulations 🥳

*driven.

I really wish posts could be edited!

People remember how you make them feel more than what you actually say

Figure out a good system for noting questions you are asked, finding out the answer and going back

Never tolerate people being unkind or disrespectful to one another

Make sure you get plenty of support from your own manager and from your HR team.

It is very helpful when you are starting out to have someone you can speak to and be very open with

Wow, so many people saying not to be friends. My team are all GREAT friends, have been for years, including our line manager and our previous line manager.

Congrats on the promotion!