New to management? Here’s our top 20 tips to get you up and running fast: Part 2

New to management? Here’s our top 20 tips to get you up and running fast: Part 2

Last time we showed you our first 10 tips to get you up and running quickly in your new management role. If you missed it, click here so you can read it first.

Now, get ready for your final 10 tips!

Tip 11: Ask for feedback

Giving feedback is a big part of leadership. Getting it should be even bigger.

In fact, even if management wasn’t new to you, I would be recommending the exact same course of action.

Ask for feedback. On everything. Any time.

You WILL make mistakes. It’s so important to be humble enough to ask for feedback from your team.

When you have humility and seek out feedback, finding out how well you’re doing, your team will respect you and will be far more open to receiving feedback from you.

In addition to that, you’ll create an open and honest environment. Difficult situations can be resolved far easier, rather than employees thinking their only option is to leave.

Tip 12: Forget about personal success

You’re a manager now! It’s no longer just about you. Sorry!

Your ‘success’ is now all about their success.

Of course, you’ll feel a great personal success when your team work well. However, when you’re around your team, your job revolves around them and their progress.

If you start sounding your own success like a trumpet, the noise will be unbearable to them! It’ll become infuriating. I’m not saying this will be easy. It’s one of the biggest challenges that new leaders face. However, you need to be selfless if you want your team to be behind you 100%.

Selfless leaders that celebrate their team and don’t bathe in personal glory keep hold of them. It’s difficult not to constantly promote your own success but to turn your employees into ambassadors you need to learn to be modest.

Just as leaders believe employees are there to serve them, leaders exist to serve the employees. It’s a joint journey.

When you help them achieve their goals, remember it’s about them. Not you. Sure, you’re the one who taught them their new skill, or coached them through their journey. There’s no doubt you played a big part, but they’re the one’s who need to be celebrated.

If you’re ambitious and enjoy making a difference it’s understandable that you’ll also want acknowledgement. This is such a hard quality to conquer!

You’ve got to remember: Celebrating them is also celebrating the great work you’re doing with them.

Being selfless will encourage your employees to go above and beyond for themselves and for you.

team working together to solve problems

Tip 13: Encourage team work

You’ll never have a high performing team without developing great teamwork.

One single person will never be as powerful as a workforce of people with shared intent and purpose.

Think about what part each person plays in the team. Who’s the office motivator?

Which one of your team would you consider to be particularly good at creating ideas?

Who’s better at detail?

What team member is best at communication?

Each person will have a strength over and above someone else, so make sure you know what they are..

One of the best ways you can help yourself have a quick impact is to establish team roles. This can create common goals and team spirit where everyone works together and each has a role to play.

In order to create this, you need to know your team and recognise their strengths. Once you’ve got this, you can encourage them to use it.

Having regular team communication and team building activities makes a big difference. It doesn’t need to be a day outside the office, it can be any small act that brings people together.

The art of great leadership is to connect with everyone individually and then link it all together to create a high performing team by playing with people’s strengths.

Tip 14: Lead by example

I’m sure this isn’t the first time you’ve heard this!


As a manager, it’s perceived that you’re in the role based on the fact that you’re the best. In order to be in a position that directs others, you need to exhibit the expertise and characteristics that win respect and make people want to follow you.

Let’s say you’re in the office and you have a social chat on your mobile. It’s not going to look good in the next 121 when you ask them to stop doing it!

That’s a really basic example, but it’s one I see all the time. The point i’m trying to make is that you need to be aware of your own actions and behaviours in order to be responsible for others.

You need to show them how it’s done, with your drive, determination, passion, and your commitment.

They’ll see first-hand what it means to be successful and follow suit.

Leading by example is the most powerful way you can have an impact as a new manager because it’s something employees look out for when making impressions in the early days. They want to know if you’ll have your own rules and then boss them around, or if you’re hard working and expect the same drive from them.

two men shaking hands

Tip 15: Be honest about mistakes and admit when you’re wrong

People want to work for someone genuine.

If you hide your mistakes, you’re basically announcing it’s okay for them to do the same.

Your team will respect you hugely if you admit that you made a bad decision. It’s just about taking responsibility.

If something goes wrong, they want to know that you’ll stand up and take the responsibility rather than throwing someone else under the bus and putting all of the pressure on them.

Tip 16: Fun and laughter

If you create a sense of fun in your team, they’ll be far more effective. You can hold me to that!

As a new manager, you can tend to think that you’ve got to keep your team working robotically every minute of the day.

I promise you – this will never get you the success you’re looking for.

I’m not suggesting that you ditch the work and have a party every day! However, finding opportunities to have fun, interaction, and laughter gives everyone more fuel when they immerse themselves in the next task.

Laughter releases a specific neurological reaction which puts the individual into a positive frame of mind. This allows them to operate more efficiently than those that are bored. Being bored or thinking negatively makes people feel trapped and like they can’t talk to each other.

You’ll never have a productive team if your team refuses to work together!

team working together and laughing

Tip 17: Set up performance management processes

Performance doesn’t just fly without being nurtured.

If you want it to be great, you need to take responsibility for developing it into greatness.

This means that you need to have specific times when you sit with your team and assess progress, recognise them, encourage them, find out how they feel about their performance, and connect them with future goals.

Everyone should always know their goals and when they want to achieve them by!

Setting up effective 121s is crucial for success. So much so, I have an eBook just on this subject alone which you can download here.

Tip 18: Relax

When you’re on a new learning curve, it can be daunting! It’s so easy to overthink everything. You’ll worry about what you’re saying and if it’s the right thing.

It’s natural to feel uncertainty when you’re experiencing a new role.

The biggest tip I can give you, and it’s one I learnt myself the hard way, is this: RELAX.

Just be you.

People don’t want a text book robot managing them. They want a human being. You can never underestimate the value of sincerity and authenticity.

Relying on this has got me through many difficult situations!

Allow yourself to get comfortable in your own skin. Just because your title and responsibilities have changed, you’re still you.

The more real you are, the more influential you are.

team shaking hands and working together

Tip 19: Let people know when you’re struggling

As a new manager, you’re bound to have moments when you struggle. You can’t be all things to all people!

The classic mistake new managers tend to make is to keep that all bottled up inside. It’s just not possible! It leaks out of your body language.

People can see you’re under pressure, but they won’t know why or what to do about it.

Sometimes they may think they’ve done something wrong and blame themselves for not being helpful enough!

To keep this at bay, I would encourage you to be open. Let people know when you’re struggling and have challenges in your lap. Then, say how you’re going to get yourself through it and deal with it.

This will show people that it’s okay to find something challenging and that there’s always a solution.

It also opens up a great opportunity to involve them.

If they’re interested, they may want to help you. Make them a part of solving it so that you can recognise them for it.

Many new managers are too proud to admit challenges. However, it’s not the challenges that matter, it’s how you respond to them and overcome them. That’s why you’re a team. You’re not running the company alone, so don’t act like it!

Use people’s strengths and they’ll enjoy it as long as you recognise the part they’ve played rather than take it as your own success.

Tip 20: Look after your mind

When you’re in a new role that’s got increased pressure and responsibility, there’s always going to be times when your mind is stretched and find it a little tough. That’s completely normal.

In order to look after other people well, you need to look after yourself.

It’s your responsibility to do that so you can stay at your best for your team. Be sure to give yourself planning time, space to learn, and most importantly space to think.

Take breaks. Get a work-life balance.

Keep yourself in a good place and you’ll be a far more influential leader.

We have an article about influencing skills for leaders if this is something you want to learn more about!

manager leading a meeting with the team working to solve a problem together

There you have it! Your final 10 tips to get you up and running in your new position as quick as possible. If you missed the first 10 tips, you can read them here.

I wish you every success in your management role! You’re investing in yourself by reading resources such as this, so i know you’re already on track to being an incredible leader.

If you have any questions you can email me directly on natalie@podhr.co.uk or you can sign up to receive our free weekly leadership tips and techniques below.

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