Managers and supervisors play a critical role in your organization’s success. Managers lead, cajole, track, and inspire their employees to increase production. There is a bottom-line impact for every manager success—and every failure.

Research shows that 60% of managers fail within 24 months of their first management position. What can we learn from these numbers? Why do most new managers fail? What can you do to change these trends?

Why Do Most New Managers Fail?

Most new managers fail because they need to gain the necessary skills and experience to lead a team effectively. They commonly struggle with the following:

  • Communication
  • Delegation
  • Expectations
  • Providing feedback
  • Setting goals

New managers promoted from within may also need help with transitioning from being an individual contributor on a team to being a leader. They may have trouble earning the trust and respect of their new team members.

The three most significant reasons why most new managers fail include:

  1. They didn’t receive proper management training. Never assume that a great employee can be an equally great manager without leadership training. Managing requires an entirely different set of skills that your newly promoted employee may not know.
  2. They don’t understand the difference between managing and leading people. Too often, new managers become micromanagers as they seek to control their teams. A leader delegates, motivates, and inspires. The trick for a new manager is how to effectively coach and motivate others to perform at a higher level. The alternative is micromanagement or simply doing it themselves.
  3. They aren’t good change managers. Managers who feel out of sorts in the job may be more likely to dig in their heels when change happens. Instead, new managers must learn to manage change and their team’s reaction to it. Good managers learn to work through the change and come out the other side stronger and more resilient.

To make sure your new managers buck the failure averages, your company must provide the necessary training. What does that look like?

How Can You Train New Managers to Be Successful?

There are several ways to train new managers to improve their success in the first two years on the job. This includes the following:

  • Offer formal management training with essential skills such as communication, delegation, goal setting, and leadership.
  • Pair new managers with experienced mentors who can provide guidance and support as they navigate their new position.
  • Provide an observation period where new managers in training can observe experienced managers who exhibit best practices you want to foster.
  • Offer coaching and ongoing guidance to help troubleshoot problems, especially in the first year.
  • Feedback is critical for any new manager. Make sure they get plenty of constructive, positive support.
  • Encourage new managers to network with other groups of supervisors and leaders within and without your organization.
  • Encourage life-long learning and skill development throughout their career.

If you’re company is looking for experienced managers, call on Stellar Staffing to help you meet your goals. We bridge the gap in your hiring teams by improving your time to hire. Contact us today to find out more.

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