Everything you need to know about management training for new managers
You have someone in mind for their first big promotion or they have just started the role. You know they will be great at the job but right now, they are feeling overwhelmed by all the new expectations and responsibilities. Management training for new managers is essential if they are going to thrive in their roles.
It’s essential for the business as well because managers are your best asset. They are likely to be the first stop for anyone with a problem, managers set the unspoken rules for how things are done in the team, and your managers are who will get the best out of your people.
So, getting the best out of your managers can unlock high performance and productivity in your business.
Here is everything you need to know about management training for new managers and what your options are.
Understanding the new manager role
Chances are you’ve promoted someone great at their job. They are probably well-liked within the team and have potential for leadership skills. Yet, overnight their job has completely changed. They are no longer simply doing the day-to-day work. They now have to:
Recruit
Manage performance
Manage absence
Delegate
Handle difficult situations
Make difficult decisions
Attend lots more meetings.
Plus, their relationship with the wider team will have changed if you’ve promoted them internally. These shifts are a lot to manage and when 82% of managers have no formal training, many businesses expect the change to happen without the training in place to support it.
Great managers need specific skills to be good in the role. Without learning these skills, they are relying on those further up the management structure to give support in the early days. Giving new managers the right training can free up time within the leadership team.
Many new managers also have an increase in stress and sometimes imposter syndrome. This is because they are often stepping into a new role where they learn new skills on the job. They’ve gone from knowing what they are doing to figuring it all out again. It’s no surprise that this can lead to feeling they are in over their heads and going to be “found out”.
Yet, when we train new managers in the skills they need for the role, it can reduce the risks of these pressures on managers. This, in turn, gives better outcomes for the business overall. Ultimately, a manager needs confidence to trust their own judgement and take the right actions.
Core skills for new managers
There are some core skills that all new managers need. These may be part of their existing role but often, they need extra support in developing new skills through management training for new managers.
Communication skills
Communication skills are critical for new managers. Being able to create an open dialogue with their team means making sure everyone feels comfortable contributing ideas and speaking up. This can mean creating space in meetings so they aren’t dominated by a few voices, or handling conflicts within the team.
Every manager will need to deliver bad news or handle a difficult conversation at some point. Management training for new managers will help them approach this in a way that gets the best outcome for the business and doesn’t exacerbate the situation.
Communication skills are valuable on a daily basis for managers. Their role is now to get the best out of your people. Give them the tools to do this well and you’ll see better engagement and performance within your teams.
Leadership skills
New managers need to lead by example. They are the key to the behavioural change within your wider company. How your manager behaves in the workplace tells their juniors what is and is not acceptable.
For example, if managers are consistently working outside of core hours, sending emails and replying late into the evening, your people will think this is what is also expected of them. Instead, if your manager is aware of how their behaviours can influence others, they can use this to get the most out of their team.
In our example, it might be as simple as setting a scheduled send. However, if your managers are consistently working late, it may be that they need management training for new managers so they can delegate and prioritise work more effectively.
Managers also need to be good listeners. They are now the main point of contact for everyone’s complaints within their team. For them to understand what is really happening with your people, they need to build trust within the team. Active listening skills are a key part of the management role and one of many skills that can be learned through management training for new managers.
Time management
Your new manager’s to-do list has rapidly increased overnight. They now have new priorities, pressures and a lot more meetings. Often new managers find themselves trying to do their work in the cracks of the day between meetings.
Time management skills become all the more important once someone has had that first big promotion. Teaching new managers to identify the kinds of tasks they should be delegating and how to better manage their time will help them settle better into the new role.
Decision-making
One of the hardest skills for new managers to develop is decision-making. We know from speaking with senior leadership teams that when a new manager has management training, it frees up more time for the senior team. By giving new managers the confidence to make decisions, they no longer need to check for approval further up the company structure.
Decision-making skills are built through empowering your managers in all the other areas of their work. Knowing when to take action can often come with experience but it also helps when they feel at ease in their new role.
Take having difficult conversations as an example. All managers will need to do this at some point but no one enjoys the process. Many managers will put it off. This only causes the situation to get worse, making the conversation more difficult in the long run. Likewise, putting off these kinds of conversations can expose the business to the risk of disciplinary action or grievances.
Yet, if we give managers the toolkit to approach this side of the role with confidence, the business can avoid the situation escalating.
Essential Management Training for New Managers
We know that when you take your new managers out of the workplace and train them in a neutral space, they can open up about their challenges in the role. There are seven key areas that we know can make a difference for both your manager and your business.
These are:
Understanding what is expected of them in a management role
Recruitment, onboarding and probation
Managing difficult conversations and conflict
Managing performance
Managing absence, health and wellbeing
Leading high-performing teams.
When your managers have confidence in each of these areas, they can better work for your business.
Managers are a critical part of staying compliant with employment law yet the law is becoming more complex. This is why getting management training for new managers is essential and the training you choose should be through an employment law lens to better support the business.
Managing People Fundamentals
Danton offers the comprehensive training your new managers need through our Managing People Fundamentals Programme. We know how important it is that professionally trained managers have the space to absorb and practice their new skills without distractions, which is why we deliver the programme, in person, over 8 months.
After each session, your new managers can apply their skills immediately in their role and you will see the difference in approach from day one. We give them the support and feedback they need to excel in their role, support their teams, and free up senior leadership time.
Find out more about how Managing People Fundamentals can give effective management training for your new managers.