7 people management tips for new managers

Being a first-time manager is an exciting step, but it’s also a daunting one. Navigating leadership and figuring out how to be a good manager can be complex, but with the right guidance, you can thrive. That’s where we come in! This article will explore seven tips for first-time managers, so you can be a supportive and effective leader! Let’s get started.

1. Training, training, training

Providing training for employees is essential – it ensures that all team members are equipped with the necessary skills to perform their jobs effectively and contribute to the company’s success. This includes HR training that covers company policies and compliance with laws, as well as skill development training that enhances your employees’ abilities and keeps them updated with industry trends.

2. Sick leave

Sick leave is not only an entitlement but also a big factor in maintaining staff morale. Encouraging employees to ‘work through it’ when they’re feeling under the weather could make them feel worse off, or they could spread their illness to others in the office, leading to mass sick days! Managers should be careful not to make employees feel guilty for using their sick leave as this will only lead to low morale and bad workplace culture – it could even lead to other workplace risks! Instead, managers should encourage staff to take sick leave when they legitimately need it. You can read more about sick leave in this article.

3. Good culture will be reflected in good work

A positive workplace culture is the backbone of any successful business. It sets the tone for how employees interact with each other and how they view their work. Creating a culture of respect, collaboration, and recognition can lead to higher employee morale and productivity. For example, celebrating team achievements, encouraging open communication, and providing opportunities for social interaction can strengthen the bonds within your team. When employees feel they’re part of a positive culture, they’re more likely to be engaged and motivated to produce quality work.

4. Policies

Implementing clear workplace policies is essential to ensure consistency, fairness, and compliance. These policies provide a framework for decision-making and help manage employee expectations. For example, having a detailed policy on workplace conduct or remote work can prevent misunderstandings and conflicts. Regularly reviewing and updating policies to reflect current laws and company practices will keep your organisation running smoothly and your employees informed.

5. Micromanaging kills productivity

Micromanaging can stifle creativity, lower morale, and diminish productivity. Instead of overseeing every detail, trust your team members to take ownership of their tasks. Empower them by setting clear expectations, providing the necessary resources, and allowing them the autonomy to complete their work. By doing so, you encourage innovation and accountability. Offer guidance and support, but resist the urge to control every aspect, as this can lead to disengagement and burnout.

6. Don’t underestimate performance reviews

Performance reviews are essential to get the best out of your people and build a culture of high performance. They offer a great opportunity for staff to be heard, as well as actively plan their goals for the future within the company. During the review, encourage employees to share their perspectives and listen actively to understand their challenges and aspirations. Performance reviews also serve as valuable documentation and protect your business should a claim arise.

7. Feedback

Giving feedback is an important part of being a manager. Believe it or not, there is a right and wrong way to provide feedback. The key to providing constructive feedback is to keep it about the work, not the person. It may be obvious, but it’s important to point out that when giving feedback, you should always avoid name-calling or personal attacks and remove any emotion from the conversation. Instead, provide actionable things the employee can do to improve their work. For example, instead of saying, “You’re terrible at your job”, say something like, “This could be improved; why don’t you try (insert feedback points here).” This is important to not only safeguard staff’s mental health, but also to protect against a workplace bullying claim. 

A great manager isn’t built in a day

It takes more than the strategies discussed in this article to be a great manager, but these tips will provide you with a strong foundation from which to build. By focusing on training, flexibility and culture, you’ll be well on your way to being a supportive manager, with a high-performing and happy team.

Tools to help  

Not sure where to start? Citation HR has everything first-time managers will need and more to begin their management journey. Our software uses workflows and checklists to guide you through smart, legally compliant HR processes, communicate with employees, and set them tasks. Plus, our 24/7 HR Advice line means you can call us anytime you need guidance on HR matters. You can book a free, no-obligation chat with our experts here to see how Citation HR can help you.

About our author

Georgia Theocharous is the Communications Coordinator for Citation Group. She is responsible for crafting content across multiple channels such as blogs, social media, landing pages and email campaigns. In her spare time, you can find her jamming to her favourite music or in the dojo practising her martial arts skills.