How To Train New Managers In Your Company

Across the business landscape, the ascension of employees to management positions can be both an exciting opportunity and a daunting challenge. It’s a significant transition for many high performing team contributors, requiring a whole new set of skills, experience, and perspectives.

Yet, the importance of this transition is often underestimated, leading to a lack of proper training and a series of avoidable difficulties.

Fortunately, with a well-structured and robust training program for new managers, you can help ensure they hit the ground running and steer teams towards success.

After all, the most triumphant executives, busy professionals, and entrepreneurs know that they can dramatically improve their output and achieve greater fulfillment by leveraging an effective support system.

From understanding why manager training is paramount for company success, to exploring the key skills new managers should be armed with, and unearthing the best practices for creating and implementing training programs — this comprehensive guide will navigate you through the nuances of training new managers.

Ready to amplify the productivity, success, and fulfillment within your organization? Let’s dive in.

Why is Training New Managers Crucial for a Company’s Success?

Training new managers is not just about preparing for a promotion to a new role, it’s a strategic investment in the company’s future. When new managers are effectively trained, it sets the stage for organizational success in multiple ways. They become driving forces behind efficient teams, promoters of a healthy work environment, and anchors in times of change. Let’s take a deeper look into why investing in the training of new managers is so crucial for a company’s overall success:

1. Ensuring smooth transitions and leadership continuity

Companies can experience significant disruption during leadership transitions. Training new managers effectively helps to ensure that leadership continuity is maintained, minimizing disruption and enabling the company to continue operating effectively. New managers who are well-prepared can quickly step into their roles, taking the reins and driving the team forward.

2. Increasing overall team productivity and effectiveness

A well-trained manager is essential to the productivity and effectiveness of a team. Managers need to understand how to delegate tasks effectively, motivate their team, and handle any issues that arise. When new managers are given proper training, they can lead their teams to work more efficiently and effectively, resulting in improved overall performance for the company.

3. Promoting a healthy work environment and culture

Managers play a key role in shaping the work environment and company culture. New managers must be trained to promote a culture that aligns with the company’s values, encourages collaboration, and supports employees’ wellbeing. This contributes to a positive work environment that can attract and retain top talent, boost employee engagement, and drive better business results.

4. Minimizing costly mistakes and improving decision making

New managers often face challenging decisions and complex problems. Without proper training, they may make mistakes that could be costly for the company. Training helps new managers to develop strong decision-making skills, so they can make informed choices that benefit their team and the company as a whole.

5. Enhancing employee morale, engagement, and retention

When employees feel their managers are competent and supportive, they are likely to have higher job satisfaction, which boosts morale and engagement. Training new managers in leadership, communication, and people skills helps them to manage their teams effectively, which in turn will improve employee retention rates. High employee turnover can be expensive and disruptive, so keeping good employees through good management is vital for a company’s success.

What Key Skills and Knowledge Should New Managers Be Trained In?

Training new managers is not simply about passing on company protocols or task management software know-how, it’s about equipping them with a holistic set of skills that will enable them to steer their teams effectively and contribute meaningfully to the organization. Here are five fundamental areas that new managers should be well-versed in:

1. Leadership and people management

Managers, first and foremost, are leaders. They need to inspire team innovation, build trust, delegate responsibilities effectively, motivate and navigate through the complexities of interpersonal dynamics. This requires a nuanced understanding of human behavior, emotional intelligence, and the ability to lead by example.

2. Strategic thinking and decision making

New managers need to see the bigger picture, understand the strategic goals of the organization, and align their team’s efforts accordingly. This involves the ability to make critical decisions under pressure, balance short-term goals with long-term vision, and demonstrate adaptability in the face of change.

3. Communication and conflict resolution

A key part of a manager’s role involves communication — be it clarifying tasks, providing feedback, or discussing performance. Hence, new managers must be trained in effective communication techniques, and also conflict resolution, to mitigate disagreements and maintain a harmonious work environment.

4. Project and time management

Managers need to ensure projects are completed on time and within budget, all while maintaining high-quality standards. This requires an understanding of project management principles, resource allocation, and effective time management strategies. They should also be adept at prioritizing tasks and managing workload efficiently.

5. Understanding of company culture, vision, and policies

A manager represents the company to their team, and as such, should embody the company’s culture, adhere to its policies, and work towards its vision. New managers should receive training that helps them understand these elements, enabling them to infuse their leadership style with the company’s core values, promote ethical practices, and align their team’s efforts with the organization’s vision.

How Can You Effectively Train New Managers in Your Company?

Training new managers effectively requires a deliberate and strategic approach. It’s not a one-off event, but rather, an ongoing process that takes time, commitment, and resources.

Here are five tips on how to train new managers:

1. Implementing structured onboarding programs

A structured onboarding program can give new managers a solid foundation and clear understanding of their roles, responsibilities, and expectations. This may include familiarizing them with company policies, culture, and processes, and providing them with tools and resources they need to manage their teams effectively.

2. Providing hands-on experiential learning opportunities

Learning by doing is one of the most effective ways to build skills. This could involve assigning new managers to lead small projects or teams, or giving them challenging tasks under the supervision of a senior leader. Through these experiences, they can apply their learning in real-world situations and gain valuable insights.

3. Organizing mentorship and coaching sessions

Mentorship and coaching can be invaluable for new managers. Pairing them with experienced managers or external coaches can help them gain practical advice, learn from others’ experiences, and get personalized feedback on their performance. Regular mentoring sessions can foster their leadership skills and confidence.

4. Offering regular training and professional development workshops

Regular workshops on key management topics such as leadership, decision-making, communication, conflict resolution, and time management can further hone their skills. These workshops should be engaging, interactive, and relevant, enabling new managers to learn, discuss, and apply new concepts.

5. Encouraging self-learning and continuous improvement

Lastly, promoting a culture of continuous learning and improvement can be beneficial. Encourage new managers to seek out learning opportunities, read books, attend webinars or online courses, and continuously reflect on and improve their management practices. Self-learning fosters autonomy and a proactive approach to personal development.

What Are the Best Practices for Creating a New Manager Training Program?

Creating a successful new manager training program is about more than just delivering content. It’s about ensuring that the training is relevant, engaging, and conducive to learning. Here are five best practices for creating a new manager training program:

1. Assessing individual needs and creating tailored training plans

Managers come with different backgrounds, experiences, and skill sets. A one-size-fits-all approach may not work effectively. Conducting a needs assessment for each new manager can help identify their strengths and areas for improvement, which can then inform a tailored training plan that meets their specific needs.

2. Incorporating a mix of learning methods and resources

People learn in different ways. Some may prefer hands-on experiences, while others might learn better from reading or watching videos. By incorporating a variety of learning methods, such as workshops, e-learning modules, coaching sessions, and practical assignments, you can cater to diverse learning styles and enhance the learning experience.

3. Setting clear goals and expectations for the training program

Clarify what new managers are expected to learn and achieve through the training program. Set clear and measurable goals related to knowledge acquisition, skill development, and behavior change. This not only helps new managers understand what they’re working towards, but also provides a benchmark to measure the effectiveness of the training.

4. Regularly evaluating and adjusting the training program

Evaluation should be an integral part of the training program. Regular feedback from new managers can provide insights into what’s working well and what could be improved. This feedback can then inform adjustments to the program to ensure it remains effective and relevant.

5. Ensuring supportive learning environment and culture

Creating a supportive learning environment is key to the success of the training program. This includes fostering a culture that values learning, providing opportunities for open discussion and reflection, offering constructive feedback, and recognizing and rewarding progress. With the right support, new managers can be more engaged and confident in their learning journey.

How Can You Address Common Challenges in New Manager Training?

Even with a robust training program, new managers might face several challenges during their transition. These challenges, if not addressed proactively, could hamper their development and performance. Here’s how you can help new managers overcome some common challenges:

1. Overcoming resistance to change and new leadership

Change can be unsettling for some team members, and new managers might face resistance. Training programs should equip new managers with change management skills. They should learn how to communicate the change effectively, handle resistance, and gradually win the trust and support of their teams.

2. Bridging the gap between technical skills and leadership skills

Promotions to management positions often occur because of a person’s technical proficiency in their field. They’ve demonstrated a high degree of knowledge and skill in their role, and are typically adept at executing tasks and solving complex technical problems. However, while technical skills are undeniably valuable, they are only a part of the equation when it comes to successful management. Managing a team requires a different skill set altogether, such as effective communication, leadership, emotional intelligence, conflict resolution, and strategic planning. These are skills that may not have been integral to their prior role but become crucial in a managerial position. 

Training programs for new managers should emphasize these leadership skills, providing ample learning opportunities and resources for their development. They need to learn how to share their technical knowledge in a way that aids their team’s development, and how to draw on their expertise when making strategic decisions, without getting overly involved in the technical minutiae.

3. Navigating the transition from peer to manager

Moving from being a peer to a manager can be tricky, with changes in dynamics and expectations. Training should cover how to establish authority while maintaining healthy relationships, handle friendships within the team, and manage potential conflicts.

4. Balancing management responsibilities with ongoing tasks

New managers may struggle to juggle their managerial responsibilities with their existing workload. For one, they may be used to doing everything themselves, or they may feel hesitant to entrust important tasks to others. Delegation skills training can help new managers understand when and how to delegate tasks, ensuring that workloads are distributed fairly and efficiently, and that team members are empowered to contribute their skills and ideas. Additionally, new managers may find themselves pulled in many directions, dealing with competing priorities, and feeling overwhelmed. Time management training can equip them with strategies to prioritize tasks, schedule their time efficiently, and avoid procrastination, thereby increasing their productivity and reducing stress. 

5. Dealing with high expectations and pressure

New managers often face high expectations and pressure to deliver results quickly. Coaching and mentoring can provide them with the guidance and support they need to handle this pressure, set realistic expectations, and develop strategies for success.

How Can Ongoing Support Be Provided to New Managers After Training?

Training is a crucial step in preparing new managers for their roles, but the learning shouldn’t stop once the training program is over. Continuous support and development opportunities are key to helping new managers apply what they’ve learned, navigate challenges, and grow in their roles. Here’s how ongoing support can be provided to new managers:

1. Offering regular feedback and performance reviews

Constructive feedback and regular performance reviews can help new managers understand their strengths and areas for improvement. These reviews should be conducted in a supportive and collaborative manner, focusing on growth and improvement rather than criticism. But the process should be a two-way street, with new managers also having the opportunity to give feedback about their experiences and the support they are receiving.

2. Providing access to mentors and support networks

Mentorship can be a powerful tool for new managers. An experienced mentor can provide guidance, advice, and reassurance, helping new managers navigate the challenges of their role. Similarly, support networks — groups of peers who are also navigating the role of being a manager — can provide a platform for shared learning and camaraderie. These networks can help new managers realize they are not alone in their experiences, fostering a sense of belonging and mutual support.

3. Encouraging continuous learning and skill development

The managerial role is dynamic, and new skills may need to be acquired over time. Encourage new managers to continue learning and developing their skills, whether through additional training programs, online courses, books, or other resources.

4. Recognizing and rewarding progress and achievements

Recognition plays a significant role in motivating new managers and reinforcing positive behavior. This can be as simple as a personal thank-you note or as formal as a company-wide announcement. By acknowledging their efforts and achievements, companies can make new managers feel valued and appreciated, which in turn encourages them to continue their growth journey

5. Maintaining open lines of communication and support

New managers should feel comfortable seeking advice and expressing concerns without fear of judgment. Companies can foster this by ensuring they know who they can turn to for support and keep lines of communication open. This may include regular check-ins with senior management, a designated HR contact, or an open-door policy that encourages managers to seek guidance when needed. These support mechanisms can help new managers feel more secure and supported in their roles.

How Can Companies Evaluate the Effectiveness of their New Manager Training?

Training new managers is a significant investment, so it’s important to ensure that it’s effective and delivering the desired outcomes. Here are some strategies for evaluating the effectiveness of your new manager training program:

1. Measuring performance improvements and goal achievement

Look at whether new managers are meeting their performance goals and how their performance has improved since the training. Performance indicators might include their ability to meet project deadlines, the quality of their work, or their success in achieving team or organizational goals.

2. Gathering feedback from trainees and their teams

Regularly solicit feedback from the new managers themselves, as well as from their teams. This can help you understand the strengths and weaknesses of the training program, and how it can be improved.

3. Evaluating changes in manager-employee relations

Changes in the relationships between new managers and their teams can be a good indicator of the effectiveness of the training. Look at factors like employee satisfaction, engagement, and turnover rates.

4. Assessing the impact on team productivity and business outcomes

Examine whether the training has led to improvements in team productivity, efficiency, and business results. This could include looking at project outcomes, sales figures, or customer satisfaction ratings.

5. Conducting regular reviews and updates of the training program

Regularly review and update the training program to ensure it remains relevant and effective. This could involve revisiting the training content, methods, and goals, and making necessary adjustments based on your evaluations.

How Can the Training of New Managers Be Adapted for Remote Work Environments?

The shift towards remote work has changed how we train new managers. Here are some strategies for adapting your new manager training for remote work environments:

1. Utilizing online training platforms and tools

Online training platforms provide a versatile and accessible means to deliver training to remote managers. They can include video-based lessons, interactive exercises, and opportunities for virtual collaboration.

2. Promoting virtual team-building and leadership exercises

Remote teams miss out on the natural team-building that happens in a shared physical space. However, there are many virtual team-building activities and exercises that can help remote managers build rapport and trust with their teams.

3. Adapting communication and feedback strategies for remote settings

Open communication and giving feedback are crucial in remote teams. Training should equip remote managers with strategies for effective online communication, conducting virtual meetings, and providing feedback remotely.

4. Ensuring the inclusivity and accessibility of online training programs

​​Online training should be accessible and inclusive for all participants. This includes ensuring the content is understandable, the platform is easy to use, and that training times accommodate different time zones if the team is geographically dispersed.

5. Cultivating trust and accountability in virtual teams

Trust and accountability are particularly crucial in remote teams where face-to-face interactions are limited. Training should focus on helping remote managers build a culture of trust, promote transparency, and ensure team members are accountable for their work.

Empowering Your Next Generation of Leaders

Training new managers is an essential component of organizational growth. The transition from being a team member to a team leader can be challenging, and providing the right support through effective training is crucial. From understanding the importance of this process to the strategies for executing it successfully, we’ve covered a range of key considerations in this guide.

Key Insights for Training New Managers

  • Understand why training new managers is crucial for your company’s success
  • Identify key skills and knowledge that new managers should be trained in
  • Execute effective training through structured programs, experiential learning, mentorship, and continuous professional development
  • Create a training program that is tailored, goal-oriented, and regularly evaluated
  • Address common challenges faced by new managers, such as managing change, transitioning from peer to leader, and balancing tasks
  • Provide ongoing support to new managers through feedback, mentorship, continuous learning, recognition, and open communication
  • Evaluate the effectiveness of your training program through performance reviews, feedback, changes in relations, impact on productivity, and regular updates
  • Adapt your training strategies for remote work environments

Remember, now that you know how to train new managers in your company, the work isn’t over; the journey of becoming a successful manager doesn’t end with training. Continuous learning, adaptability, and support are key to navigating the ongoing challenges of leadership. With the right training strategies, you can empower your new managers to lead with confidence and contribute effectively to your company’s success.

Unlock Your Leadership Potential: Enhancing Manager Training with Persona’s Expertise

By joining forces with Persona, you can entrust certain aspects of your manager training process to our Executive Assistants. Our Executive Assistants are well-equipped to help you implement and manage new manager training programs effectively.

Persona Executive Assistants can help you with:

  •   Designing and implementing a tailored new manager training program
  •   Organizing and coordinating training schedules and sessions
  •   Monitoring and evaluating the progress of new managers
  •   Collecting and analyzing feedback from trainees and their teams
  •   Addressing challenges and providing support to new managers
  •   Assisting in the adaptation of training programs for remote work environments

This partnership allows busy professionals like you to focus on other vital aspects of your business while ensuring that your new managers get the quality training they deserve. Don’t let the intricacies of creating and managing a new manager training program stand in the way of fostering exceptional leaders. Let Persona’s Executive Assistants support you in nurturing your new managers into the leaders of tomorrow.

Contact us today to learn more about how our Executive Assistants can enhance your manager training endeavors.

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