No matter how many classes, training manuals and practice scenarios employers go through in preparation to become a manager, you can’t be sure how new supervisors will perform until they’re actually put in charge of a group of employees.
Here are a few dead giveaways that a fresh-faced manager may need a little more help before he or she gets comfortable in a the role.
Is the manager unnecessarily stressed, or spending late nights at the office when the support staff has all called it quits for the day? Work with them to improve their delegation skills.
Are they intimidated by higher ups? Sometimes, new managers may still see upper level managers as their superiors, rather than as business partners. You may have to be the one to reach out so that they know you’re approachable. Listen closely in conversations with them, as what they reveal in these sessions may offer a potential solution to their management struggles.
It’s worth putting in the extra time with a not-quite-hatched manager, since you’ve already gone to the expense of training him or her. By making an additional effort with them, you can be sure to see a return on your employee investment.
What are some other ways you can help managers adapt to their new responsibilities? Do you have any horror stories from your days as a management rookie? Let us know on Twitter by mentioning @SageHRMS in your tweet or drop a note on our LinkedIn forum, Human Resources & Payroll Challenges for Midsized Businesses.