3 Effective Tips for New Managers to Overcome Challenges and Succeed in Their Role

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Becoming a new manager is an exciting time, but it can also be challenging. As a new manager, you may face numerous obstacles, such as unclear expectations, a lack of support, and difficulty understanding your strengths and weaknesses. In this blog post, we will provide you with three effective tips to help you overcome these challenges and become a highly effective manager. 

Tip #1: Clarify Expectations 

The first step to success as a new manager is to know what is expected of you. This means clarifying expectations with your boss. While every organization is different, understanding the culture and how leaders view the role of a manager can help you perform better in your role. To get clear on what is expected of you, sit down with your boss and discuss their expectations.  

Tip #2: Know Your Strengths and Weaknesses 

Knowing your strengths and weaknesses is essential for any manager. However, it is even more critical for new managers to identify their strengths and weaknesses in relation to the expectations set by their boss. Evaluating yourself and having your boss evaluate you can help you gain a better perspective on your strengths and weaknesses, making it easier to address any challenges that may arise. 

If necessary, create a list of expectations or use my skills evaluation worksheet to help you evaluate yourself against these expectations. 

Tip #3: Seek Support 

Finally, it is essential to seek support as a new manager. This support can come from your boss, your colleagues, and your team members. Your boss can provide you with training, coaching, guidance, or even a mentor to help you succeed in your role. Seeking support from a trusted colleague or mentor can help you navigate any challenges you may encounter. Additionally, sitting down with your team members and discussing your objectives and concerns can help you build a supportive team that will help you succeed in your new role. 

Conclusion 

In conclusion, becoming a new manager can be both exciting and challenging. By clarifying expectations, knowing your strengths and weaknesses, and seeking support, you can overcome these challenges and become a highly effective manager. As a new manager, it is essential to take the time to understand your role, identify any potential obstacles, and develop a plan to overcome them. With the right tools such as PXT Select Assessment, support, and mindset, you can succeed in your new role and become an outstanding leader. 

employee performance

Employee Performance Record Form

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Employee Performance Record Form

Keeping track of employee performance is very important to give feedback to employees that is pertinent and effective.

 

In my last article and video, I explained the 12-inch rule, which is the difference between a pat on the back (recognition) and a slap on the butt (criticism).

 

employee performanceThe employee performance record form is a way to track performance that deserves positive feedback and recognition and to note training and coaching that would help to improve performance.

 

You can download the form from the forms, worksheets and documents section of my website.

 

 

 

 

pay for performance

How to Get or Give a Pay Increase

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One of my clients asked me recently how to approach her boss for a pay raise. She said she was already at the high end of her pay scale.

 

I suggested she asked to be paid a bonus based on performance improvement. That way she could set and agree on specific goals that could be tracked and measured.

 

Sales people are typically paid on salary and commission, which is a version of pay for performance. This approach could be applied to all positions.

 

 

Employers could test this approach with one or two employees to make sure it works and can be duplicated. The important thing is to be able to set clear goals and define the pay for performance associated with the performance improvement.

 

There are many pay for performance  (incentive pay) studies and theories in existence but the key is to keep it simple and to regularly discuss the progress being made so there are no surprises when it comes time for the compensation to be given.

 

demonstration of employee performance evaluation

Demonstration of employee performance evaluation

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In this video I conduct an actual employee performance evaluation with my office manager Sonia. I use the approach I explained in my article and video, Conducting a Mid-Year or Quarterly Employee Performance Review. I also use the five core competencies explained in the article and video, Setting Personal Development Goals with Employees.

 

I also introduce a new evaluation form that makes it easy to discuss and agree on performance improvements based on the five core competencies. The form can be downloaded through this link.