No one said being a manager is easy. Stress can be amplified with the addition of a new employee who is adjusting to their position, or when a seasoned employee takes on a new job within the organization. Even the best leaders may struggle with these types of changes.
But what if you just recently promoted someone from within your organization to a manager position? The hardest part about transitioning from "worker bee" to manager is being able to let go of the previous role and embracing the new role of managing people, along with the fine art of delegating. This takes planning, organizational, and follow-up skills.
Your newly minted manager also has to be able to discipline, reward, and motivate employees in a professional manner, to keep everyone motivated and engaged in their jobs -- the goal being to retain the staff they have been entrusted to oversee. It's up to you as their manager to make sure this employee transitions to the new position as smoothly as possible.
So, what can you do to help your new manager be effective and successful at the new job of managing others?
Here are three suggestions:
1. Get help from the experts.
There are many great books for new managers written by some pretty smart people. Invite your new managers to read through some of these books and then spend time with them discussing the different topics they have read about. Field questions and explain how you would handle common situations, like setting goals with employees, monitoring performance, providing feedback, and so forth.
2. In-house training.
There are plenty of consultants who would love nothing more than to provide training in management and leadership skills to your people. These professional trainers can be pricey, however, and may not be in your budget. So rather than hiring someone from outside your organization, offer in-house training led by your best managers. A few one-hour sessions during lunch or after work can work wonders for your new managers.
3. Communication is key.
Your new manager may not know if he or she is doing a good job unless someone tells them. Give your new managers plenty of feedback on their management and leadership efforts -- once a week or even more would not be too much, especially at the beginning. With your feedback, your people can correct and fine-tune their approach, making them better managers in the process -- and keeping their people happier and more engaged as well.