Your thorough and efficient recruitment efforts have lead to hiring the best possible candidate for a managerial position. Once that manager has been on-boarded into the company it is important for the employer to support them and ensure they have every possible chance of success in their role as a manager. It is imperative to give a manager a feeling of empowerment.
It makes no difference if the manager you hire is from within a company or someone entirely new to the company, they will require the right training. It is equally important to communicate with the manager on a regular basis and provide them with the tools they need to take over control as a manager.
One of the most challenging promotions is that of a manager within a company as they adjust from working with others to having others work for them. The role of manager means they will have to manage people that they have become friends with and colleagues and this can be very challenging. It can be equally difficult for a manager who is a fresh hire because they have to manage people they don’t know in an organization that is new to them. The position of middle management is one of the most difficult ones to succeed at, so regular motivation and encouragement is something that can be extremely helpful.
You want your manager to be successful and to achieve great things, so here are four steps that, if followed, will assist a new manager in being successful on the job:
- Give Your New Manager Control
It is hard to give your new manager total control, but when you hire a new manager you want to see them succeed so that you know they are the right candidate for the job. You want them to work well on their own and handle any bumps in the road easily and with confidence. It is important to strike a balance between being supportive and micromanaging. Different challenges are going to continually arise in the workday, and when you allow your manager to take control, you are demonstrating to their team that you trust them to do a good job.
- Provide Managers With Professional Development Opportunities
Ensuring that your new manager has the right training will ensure that they are successful and will do a good job. The best training for managers includes education for time management, professional development, and conflict resolution. All training should be practical and relevant and should provide fundamental skills including providing feedback, the motivation of staff and delegation. Management training needs to be pertinent to the sector in which your industry is based. Managers who have worked in other fields may find that the management skills they had previously are not applicable to their new industry.
- Offer HR Knowledge and Resources
Many managers find that dealing with issues arising between co-workers can be a big concern. The issues can be difficult but they do need to be addressed, and a resolution needs to be found. This is where a meeting with HR should be arranged by a manager. HR will have policies that are in place to deal with conflicts among employees and other issues such as poor job performance. A manager should know the difference between what they can deal with on their own and when they need to refer an issue over to HR.
- Communicate Regularly
It is important to have good communication with your manager. Many companies provide the opportunity to work remotely so good communication is key. A traditional office environment has everyone working together during the same hours so you can see exactly how your new manager is performing and offer them the support and encouragement that they need with casual discussions. The remote work environment does not provide the same interaction opportunities.
Short meetings in person or through phone calls or video conferencing with your new manager on a regular basis can offer up incredibly powerful results. These sessions allow you to work on a relationship and rapport with your manager and allow you to outline your expectations and set goals. You can also discuss situations that need to be addressed before they become serious issues. Offering your manager feedback on their performance on a continual basis is the new standard with the annual performance review being something that is out of date. When feedback is something that you strive to provide on a regular basis, it leads to employees who are much happier. These types of conversations are useful because they model the management conversations you want your new manager to have with their team.
- Give Your Manager a Mentor
Mentors are a great way to offer support to your new manager. This relationship is generally between your new manager and someone who has worked with the company for a very long time. This person is someone your manager can go to when they need guidance and could be someone who has worked in the role of that manager in the past so that they can provide relevant advice. The mentor helps the manager to develop and become hugely successful. Aside from that, you want a mentor that is enthusiastic and committed. Many who are asked to be a mentor experience higher job satisfaction and are more committed to their company and feel respected by their employers.
Think back to when you first became a manager – you probably felt overwhelmed. When you offer the right training, support, and encouragement, it provides your new manager with the opportunity to become the best possible manager they can be.