New Manager Training: Avoid Costly Mistakes & Boost Team Performance

Since you’re reading this, you’ve either become a new manager yourself, in which case, congratulations, or you’re a leader who’s hired a new manager to work with you. Which also deserves congratulations.

While this is a great time and the beginning of a new chapter for your company, and seeing a newly minted manager set up and crush it is one of the best feelings ever, it certainly doesn’t come without its fair share of challenges.

Each is unique and individual to the new hire and company you’re in.

But right off the bat, here’s the thing.

Becoming a great manager isn’t just about getting a promotion and a fancy new title. It’s about having the right skills, the right support, and the right training to truly thrive.

See, according to a study by CareerBuilder, a whopping 58% of managers reported receiving no management training at all. This means companies are hiring managers and expecting them to be able to figure it out as they go. They got the job after all, so surely they know what they’re doing?

This kind of mindset is a recipe for disaster. Regardless of whether a manager is stepping up for the first time or has a decade of experience under their belt, every company is different and changing all the time, as are the workflows, the staff, and team dynamic, and everything else.

This leads to poor communication, disengaged teams, and sky-high turnover rates... and those are just some of the costly mistakes that untrained managers can make.

To prevent the issues and to keep everything running smoothly, this guide is here to help. We’re talking about the essential skills every new manager needs, the components of an effective training program, and the common pitfalls to avoid.

Let’s get into it.

Why New Manager Training Matters More Than You Think

So, we know that throwing new managers into the deep end without proper training is a risky move, but we can dive a little deeper.

New manager training isn’t just about avoiding those cringe-worthy management fails (though that’s definitely a bonus). It’s about creating a ripple effect that positively impacts your entire organization.

Think of it this way: effective new manager training is like investing in a high-yield stock. The returns are significant, and they come in many forms:

Reduced employee turnover: A Gallup study found that at least 75% of the reasons people quit come down to their managers. But the good news is that effective training equips managers to create a positive and supportive environment where people want to stay.
Increased productivity and engagement: When managers know how to motivate and inspire their teams, magic happens. We’re talking about increased productivity, higher quality work, and employees who are genuinely invested in their jobs. A study by Dale Carnegie Training even showed that companies with engaged employees outperform those without by up to 202%.
Improved morale and team cohesion: A skilled manager can foster a sense of camaraderie and collaboration within their team. This leads to better communication, stronger relationships, and a more positive work environment overall.
Faster achievement of business goals: Let’s be real; we all want to see those bottom-line results. Well-trained managers are better equipped to set clear goals, delegate effectively, and drive their teams towards success.
Stronger succession planning and leadership pipeline: Investing in new manager training means investing in the future of your company. You’re creating a pool of skilled and capable leaders who can step up and take on greater responsibilities down the line.

Now, let’s flip the coin. What happens when new manager training is inadequate, or worse, non-existent? Well, get ready for some potential consequences:

Loss of talent: Employees who feel unsupported or undervalued are more likely to jump ship, leaving you with the cost of recruiting and training replacements.
Decreased productivity: A disengaged and poorly managed team simply won’t perform at its best, impacting your overall output and efficiency.
Conflicts and poor communication: Without the skills to navigate interpersonal dynamics and resolve conflict effectively, managers can create a toxic work environment.
Low morale and disengagement: A negative atmosphere can quickly spread, leading to decreased motivation, absenteeism, and even burnout.
Financial losses: Ultimately, all of these issues can impact your bottom line, leading to decreased revenue and profitability.

As you can see, New manager training isn’t just a “nice-to-have.” It’s a strategic imperative that can make or break your organization’s success.

Must-Have Skills: What Makes a Great Manager?

Now, you know you need to offer at least some degree of new manager training, but what should such a program include? What are the essential skills that separate good managers from truly great ones?

Let’s break it down into four key areas:

Communication Skills: The Foundation of Effective Leadership

Just like in any kind of relationship, communication is pretty much the lifeblood of any successful team. Without it, things can get messy really fast. New managers need to master the art of communication in all its forms:

Active listening: It’s not just about hearing; it’s about truly understanding. Active listening involves paying attention, asking clarifying questions, and showing genuine interest in what others have to say.
Clear and concise communication: Whether it’s writing an email, delivering a presentation, or simply having a conversation, clarity is key. Managers need to be able to express their thoughts and ideas in a way that is easy to understand and avoids ambiguity.
Giving and receiving feedback: Feedback is a two-way street. Managers need to be able to provide constructive criticism in a way that is helpful, not hurtful. They also need to be open to receiving feedback themselves and use it as an opportunity for growth.
Non-verbal communication: Body language, tone of voice, and facial expressions all play a role in how our messages are perceived. Managers need to be aware of their non-verbal cues and ensure they are aligned with their words.
Conflict resolution: Disagreements are inevitable in any team. Effective managers need to be able to address conflict constructively, facilitate healthy discussions, and find solutions that work for everyone involved.

Leadership Skills: Inspiring and Empowering Others

Being a manager is more than just bossing people around (thank goodness). In many ways, it’s the complete opposite of that. It’s instead about inspiring, motivating, and empowering your team to achieve great things:

Delegation and empowerment: Trusting your team to take ownership of their work is essential. Managers need to learn how to delegate effectively, provide the necessary resources, and empower their team members to make decisions.
Motivation and inspiration: A motivated team is a productive team. Managers need to understand what drives their team members, recognize their achievements, and create a culture of encouragement and support.
Decision-making: Making informed and timely decisions is a critical leadership skill. Managers need to be able to gather information, weigh options, and make choices that align with the team’s and organization’s goals.
Building trust and rapport: Trust is the foundation of any strong relationship. Managers need to be authentic and approachable and demonstrate integrity to build trust with their team.
Mentoring and coaching: Supporting the growth and development of team members is a key leadership responsibility. Managers need to be able to provide guidance, feedback, and opportunities for learning.

Time Management & Organization: Staying on Top of It All

Time is the most valuable resource, and managers need to be masters of efficiency. This involves:

Prioritization: Learning to identify and focus on the most important tasks is crucial. Managers need to be able to distinguish between urgent and important and allocate their time accordingly. Being able to delegate tasks is also crucial.
Goal setting and planning: Setting clear goals and developing action plans is essential for achieving success. Managers need to be able to break down large projects into manageable tasks and track progress effectively.
Meeting management: Meetings can be a huge time suck if not managed properly. Managers need to be able to set clear agendas, facilitate productive discussions, and ensure meetings stay on track.
Project management: Many managers oversee projects, big and small. Having a solid understanding of project management principles can help them stay organized, meet deadlines, and deliver successful outcomes.
Stress management: Let’s face it, being a manager can be stressful! Learning effective stress management techniques is crucial for maintaining well-being and avoiding burnout.

Performance Management: Driving Excellence

A key responsibility of any manager is to ensure their team is performing at its best. This involves:

Setting clear expectations: Team members need to know precisely what is expected of them. Managers need to be able to communicate performance standards clearly and provide regular feedback.
Providing regular feedback: Feedback shouldn’t be a once-a-year event. Managers need to provide ongoing feedback, both positive and constructive, to help their team members grow and improve.
Conducting performance reviews: Performance reviews are an opportunity to formally assess performance, discuss goals, and identify areas for development. Managers need to be able to conduct these reviews effectively and provide valuable feedback.
Addressing performance issues: When performance falls short, managers need to be able to address the issue promptly and constructively. This may involve coaching, mentoring, or, in some cases, taking disciplinary action.
Recognizing and rewarding achievements: Celebrating successes is crucial for building morale and motivation. Managers need to recognize and reward their team members’ achievements, both big and small.

How to Build a Killer New Manager Training Program

By far, the best way to implement these crucial skills is through a proper training program. This provides proper structure to your new manager, and allows you to consistently train new staff as they come onboard for years to come.

However, this doesn’t have to be a daunting task - it all comes down to having the right ingredients

Alright, let’s get down to brass tacks. You’re ready to invest in your new managers, but where do you even begin? Fear not, my friend. Building a top-notch training program doesn’t have to be a daunting task.

Think of it like baking a cake – you just need the right ingredients and a solid recipe.

Here’s the secret sauce:

#1 - Needs Assessment: Know Your Starting Point

Before you dive headfirst into training modules and fancy workshops, take a step back.

What specific challenges do your new managers face? What skills are they lacking? What are the unique demands of your organization?

A thorough needs assessment will help you identify the gaps and tailor your training accordingly. This could involve surveys, interviews, observation, and even analyzing performance data.

Remember, a one-size-fits-all approach rarely cuts it. Your training should be as unique as your company culture.

#2 - Curriculum Design: A Recipe for Success

Now, it’s time to craft a curriculum that packs a punch. Think of it as your training roadmap, guiding your new managers towards mastery. Here are some key stops along the way:

Onboarding and orientation: Get them up to speed on company policies, culture, and expectations. Make them feel like they’re part of the team from day one.
Leadership development: Dive deep into leadership styles, decision-making, and building trust. Help them discover their inner leader and unleash their potential.
Communication skills training: Sharpen those communication skills! Focus on active listening, giving and receiving feedback, and navigating difficult conversations.
Performance management training: Equip them with the tools to set clear expectations, provide effective feedback, and conduct performance reviews like a pro.
Conflict resolution and team building: Teach them how to handle disagreements constructively, foster collaboration, and build a strong team spirit.

#3 - Training Methods: Mix It Up!

Who said learning has to be boring? Ditch the death-by-PowerPoint approach (at least as the only form of learning) and spend a little time and energy to embrace a variety of training methods available in today’s world:

On-the-job training and mentoring: Pair them with experienced managers who can provide guidance, support, and real-world insights.
Classroom training and workshops: Bring in expert facilitators to deliver interactive sessions that encourage collaboration and knowledge sharing.
Online courses and eLearning: Offer flexible learning options that allow new managers to learn at their own pace and convenience.
Simulations and role-playing: Create realistic scenarios that allow them to practice their skills and receive feedback in a safe environment.
Coaching and feedback sessions: Provide personalized coaching to help them address specific challenges and accelerate their development.

#4 - Evaluation and Follow-Up: The Proof is in the Pudding

Don’t just set it and forget it. Evaluate the effectiveness of your training program and make adjustments as needed. This could involve:

Measuring the impact: Track key metrics like employee engagement, turnover rates, and performance improvement to see if your training is making a difference.
Gathering feedback: Ask participants for their honest feedback on the training content, delivery, and overall experience.
Providing ongoing support: Offer continued support and resources to help them apply their new skills and navigate challenges.
Creating opportunities for continuous learning: Encourage ongoing development through workshops, conferences, and mentorship programs.

You may have a huge, glaring bottleneck that prevents your good new managers from being great, and the only way you’ll find them is by evaluating your process to see what works and what needs work.

Training Trip-Ups: Don’t Let These Mistakes Derail Your Efforts

And with that, you pretty much have the essentials of building a fantastic new manager training program. But before you pat yourself on the back and call it a day, let’s take a detour and explore some common pitfalls that can sabotage even the best intentions.

Consider this your cautionary tale, a guide to what not to do:

Lack of clear objectives and expectations: Going into training without a clear purpose is like setting sail without a map. Define your goals, outline expectations, and ensure everyone is on the same page from the start.
Insufficient focus on practical skills: Sure, theory is important, but don’t forget about the practical side of things. Provide opportunities for hands-on learning, real-world application, and skill development that translates directly to the workplace.
Ignoring the importance of soft skills: Technical expertise will only get you so far. Soft skills like communication, empathy, and emotional intelligence are essential for building strong teams and navigating interpersonal dynamics. Don’t underestimate their power!
Relying solely on one training method: Variety is the spice of life, and training is no exception. Mix it up! Combine online modules with in-person workshops, mentoring sessions with group discussions, and simulations with real-world practice.
Failing to provide ongoing support and follow-up: Training shouldn’t be a one-time event. Offer continued support, mentorship, and resources to help new managers apply their skills and overcome challenges long after the initial training is complete.
Not tailoring training to the specific needs of the organization and its new managers: Remember that needs assessment we talked about? Use it! Tailor your training to address the unique challenges and requirements of your organization and the specific roles your new managers will fill.
Underestimating the importance of a positive learning environment: Learning should be engaging, supportive, and fun! Create a safe space for new managers to ask questions, make mistakes, and grow together.

Think of these mistakes as roadblocks on your journey to training success. By being aware of them, you can navigate around them and ensure your new managers receive the best possible development experience.

After all, investing in their growth is an investment in the future of your organization.

Final Thoughts

By now, it should be crystal clear: investing in your new managers isn’t just a good idea; it’s a non-negotiable for any organization that wants to thrive.

Think about it. These newly minted leaders are the driving force behind your teams, the ones responsible for bringing your vision to life. They set the tone, inspire action, and shape the future of your company. Don’t leave their success to chance.

By providing comprehensive training, ongoing support, and the right resources, you’re not just setting them up for success; you’re setting up your entire organization for success. You’re fostering a culture of growth, collaboration, and high performance. You’re creating a ripple effect that will be felt throughout your company for years to come.

So, what are you waiting for? Take action today. Invest in your new managers. Empower them to become the exceptional leaders they were born to be. And watch as they transform your teams, drive incredible results, and take your organization to new heights.

Want to supercharge your new manager training? Connect them with experienced mentors from top companies on Mentorcruise!

Find expert guidance on leadership, communication, and all things management to accelerate their development and unlock their full potential.