15 Skills to Include when Training a New Manager [Plus 15 Helpful Resources]

Companies often overlook the importance of adequately training new managers. 

A startling statistic from the Chartered Management Institute (CMI) reveals that 82% of managers enter their roles without any formal training, becoming "accidental managers" who lack the essential skills to lead effectively. 

This lack of training is not only detrimental to the managers but also to the entire organization. The same study found that 1 in 3 employees have left jobs due to a negative work culture, and 50% of employees with ineffective managers plan to quit within the following year.

To address these challenges and ensure effective new manager training, companies need to focus on the following key elements:

1. Participant engagement: Engage new managers actively to ensure they are not just passive recipients of information but are fully involved in their learning process.
2. Comprehensive curriculum: Develop a thorough training program that covers all essential aspects of management, from leadership skills to conflict resolution.
3. Flexibility: Adapt the training program to meet the unique needs of each individual and align with your organization’s goals.

15 important skills for new manager training

When new managers transition to a leadership role, they need more than just the knowledge to do the job. They also need a commitment to work on their leadership skills continually. In doing so, they’ll identify their leadership style.

Here are 15 essential skills for new managers:

1. Prioritizing the right initiatives

Strong prioritization skills enable new managers to understand which tasks to handle first and which to delegate. Effective prioritization helps them stay focused and avoid becoming overwhelmed with multiple projects. Prioritizing initiatives effectively can lead to significant performance improvements, as highlighted by McKinsey​.

2. Delegating responsibilities

Delegation of tasks is an essential people management skill that every manager should possess. It helps them distribute tasks within the team based on competencies. Effective delegation not only frees up time for other tasks but also builds and fosters trust between employees and their managers. 

3. Enhancing communication skills

New managers need to communicate effectively with their employees, which includes giving clear instructions, providing feedback, and listening to concerns. Employees must feel that their manager is approachable and their concerns are heard. Poor communication can lead to miscommunication, misunderstandings, and disconnection between managers and employees. 

4. Developing project management skills

This skill helps new managers plan, organize, and track their delegated tasks. Project management skills also include how new managers plan their budgets and resources to achieve organizational goals within a set timeframe. 

5. Inculcating emotional intelligence

The manager position requires working with other people, which entails understanding their emotions and how they affect them. New managers must build emotional intelligence skills to build rapport with their team members. Emotional intelligence enables new managers to deal with conflicts effectively and creates a positive work environment. 

6. Practicing time management

Managers must effectively manage their own time and that of their employees, including scheduling work, planning breaks, and handling unexpected events. Poor time management leads to missed deadlines, frustrated employees, and feeling overwhelmed, while good time management enhances efficiency and productivity. 

7. Imbibing leadership qualities

To effectively lead and motivate other employees, a manager must possess leadership qualities such as strong interpersonal skills, provide guidance and direction, and help employees achieve their full potential. Pair new managers with a senior executive to mentor them on leadership qualities.

8. Setting measurable goals 

All managers need to set measurable goals. They need to identify what needs to be accomplished and plan how to achieve it. They also need to make adjustments. It helps ensure everyone is working towards the same objectives. 

9. Resolving conflicts quickly

Conflict resolution skills prevent minor problems from escalating. To handle this effectively, managers must identify the cause, mediate between parties, and find a resolution agreeable to all. To develop these skills, offer new managers role-playing scenarios or workshops. 

10. Collaborating with teams

Good managers build high-performance teams by selecting the right people and providing them with the resources. This includes being able to collaborate, communicate, and delegate tasks. They need to work well with their employees and other managers. 

11. Solving problems effectively

Effective managers identify problems, gather information from relevant parties, brainstorm potential solutions, and implement the best option. To hone problem-solving skills, managers must acquire key techniques. Gathering all the facts is crucial, and research may be necessary. Consider each solution's short- and long-term effects and associated risks before deciding. 

12. Making good decisions

Much of a manager's job revolves around making decisions impacting the team, department, and company. However, making good decisions is not always easy. It requires considering all relevant information, analyzing different options, and weighing the pros and cons. Provide managers training on the following to help them make better decisions: how to identify objectives, gather information, consider options, and make sound choices. 

13. Providing constructive feedback

Quality managers provide constructive feedback in a timely and respectful manner. First-time managers need training on how to do this effectively. You can help them set expectations, role-play, create templates, and have a workshop on providing practical and respectful feedback. This skill enables them to lead their team to achieve their business goals. 

14. Coaching employees

Managers without employee coaching skills will fail to help their employees grow. Organizations that train first-time managers on coaching skills win on all fronts. With coaching skills, they can identify skill gaps, pair employees with senior employees, and provide necessary resources for training. 

15. Understanding industry-specific regulations and company policies

First-time managers must understand industry-specific regulations and company policies to enforce them effectively and avoid legal implications. It's essential to keep up-to-date with company policies and be able to explain them to employees. Also, managers should be able to create policies when needed, protecting the company's interests. 

3 challenges new managers face

Here are three challenges new managers face, based on findings from the 2023 Gallup State of the Global Workplace Report:

1. Managing employee stress

New managers often struggle with managing their own stress and that of their team. According to Gallup's report, 44% of employees globally reported experiencing stress, a record-high level consistent with 2021. 

Managing this high stress level is critical for new managers, as it directly impacts productivity and employee well-being. Managers must develop strategies to reduce workplace stress and create a supportive environment​​.

2. Engaging employes who are "quiet quitting" 

The phenomenon of "quiet quitting," where employees do the bare minimum required, is a significant challenge.

Gallup's report indicates that 59% of employees are not engaged, which means they are likely quietly quitting. New managers must find ways to re-engage these employees by fostering a culture of recognition, providing growth opportunities, and aligning team goals with individual aspirations. 

3. Building trust and credibility

Building and maintaining trust is a crucial but challenging task for new managers. 

Gallup's research shows that 70% of the variance in team engagement is attributable to the manager's actions. New managers must establish credibility, show empathy, and provide consistent support to build trust with their teams. This involves transparent communication, fair treatment, and being approachable and responsive to team members' needs​​.

‍

6 components for a successful new manager training program

The role of a manager comes with a lot of responsibility, so it is crucial to have a comprehensive new manager training program in place. Not only do managers need to be able to carry out their duties effectively, but they also need to be able to develop and lead their team members. 

‍

Here are six ways to train new managers:

1. Appreciate them with small gifts 

"People don't leave bad jobs; they leave bad managers." 

Show your new manager some appreciation and teach them how to show appreciation. A little recognition goes a long way in making employees feel valued and appreciated.

Appreciation doesn't have to be expensive or time-consuming. A simple "thank you" or "good job" goes a long way. You could also give them a small gift, such as a gift card to their favorite coffee shop or restaurant.

2. Offer mentorship to help them navigate their new role

Research has shown that the retention rate for a mentee is fifty percent higher than for those without a mentor. Effective mentoring also improves workplace culture. This research showed that a one-week group mentoring program doubled the competency score of some students. 

There's no doubt about it — being a manager is a tough job. Having a mentor can be invaluable for new managers, as they help them navigate the challenges of their new role. 

Want to build a mentoring program for new managers? Here's our manager mentoring handbook. 

Mentorship offers the following benefits to managers:

• Provide guidance and advice on effectively managing a team.
• Help new managers learn about the company culture and expectations.
• Provide support during difficult times or challenges.
• Career advancement opportunities.

3. Train them in essential skills

Training could come in various forms, from online webinars to in-person workshops, to one-on-one coaching. But regardless of the format, new manager training should include but is not limited to topics:

• Setting goals and objectives
• Communicating effectively
• Delegating tasks and responsibilities
• Building and leading teams
• Managing conflict
• Motivating employees
• Giving feedback

These are just a few examples of topics that many executive training programs include. 

4. Coach them on specific skills 

Coaching new managers can be done in person or virtually, but a mixed approach is best.

Coaching offers real-time feedback and guidance for new managers, improving their skills and ability to coach employees. 

Coaching and mentoring appear the same on the surface level but differ. Coaching is usually used to improve a specific skill. Mentoring is broader and can focus on anything from career development to work/life balance.

Here are some tips for success:

1. Show genuine interest in building trust and fostering open communication.
2. Set clear expectations - identify goals, objectives, and completion timeframe.
3. Provide constructive feedback with specific and actionable suggestions.
4. Encourage exploration of various techniques to find what works best.
5. Help them understand expectations and how success will be measured.

5. Focus on diversity initatives

Studies have shown diverse teams are more likely to outperform less diverse teams. But then, we posit this to be valid only when the manager of such a team understands the nuances of working with them.

Diversity training teaches new managers about cultural nuances. This can impact how they manage the team inclusively regarding communication, decision-making, and problem-solving. It also helps them recognize the importance of understanding, embracing, and respecting multiple perspectives, which fosters a positive work environment.

6. Review and assess their performance

After and while they receive training, reviewing and assessing how they're doing is important. This can be done through one-on-one meetings, performance reviews, or informal check-ins. Schedule regular check-ins to offer feedback and help troubleshoot any problems.

During these reviews, provide feedback on what they're doing well and identify areas for improvement. This helps ensure they are on track and help you identify areas where additional training may be necessary.

Build the next generation of leaders for your organization

An organization is only as strong as its leaders. That's why it's so important to cultivate the next generation of managers with training programs. A holistic training program includes blended learning formats, like content, colleague connections, mentorship, events, and more.

Together's software allows you to plan and execute your training strategy, all in one place.

If you’re ready to empower new managers with the people and resources they need to excel, let’s connect.

15 resources to build great managers

The following resources will equip new managers to lead their teams effectively:

• Managers - Rework by Google. It's a compendium of practices, research, ideas and essays on management, organization, and leadership. 
• The Manager's Path by Camille Fournier. This book covers everything from the basics of management to more advanced topics, such as career development and scaling teams from a tech point of view.
• HBR Guide to Being a Great Boss by Harvard Business Review. This guide provides new managers with all-round practical advice on how to be successful in their role.
• From Bud to Boss by Kevin Eikenberry. This book covers various topics relevant to management, including building trust with your team, giving effective feedback, and managing conflict.
• Extreme Ownership: How U.S. Navy SEALs Lead and Win by Jocko Willink and Leif Babin. This book covers the authors' experiences as Navy SEALs leaders. These principles can be applied to any organization or team to achieve success.
• The Lean Startup: How Today's Entrepreneurs Use Continuous Innovation to Create Radically Successful Businesses by Eric Ries is a must-read for any manager who wants to build a successful business. This book discusses the lean startup methodology, a proven approach for creating and scaling new businesses. 
• The Armed Forces Officer by SLA Marshall is free online: A great resource for managers who want to learn about leadership from the military perspective. This book covers topics such as the role of the officer, the nature of commands, and leadership styles.
• Managing for Dummies by Bob Nelson. This book covers team building, delegation, and time management.
• The Manager's Toolkit by Harvard Business Essentials is a comprehensive guide that covers everything from hiring and firing to performance reviews and managing conflict.
• The One Minute Manager by Kenneth Blanchard, Ph.D. (Author), and Spencer Johnson, M.D. (Author) is a classic management book that covers the three easy-to-master techniques that have proven to change millions of people's lives.
• How to Win Friends and Influence People by Dale Carnegie is a timeless classic that provides readers with advice on how to build relationships and influence others. This book is relevant for managers who want to build strong working relationships with their team members.
• The Innovator's Dilemma by Clayton M. Christensen: When New Technologies Cause Great Firms to Fail covers how large organizations can fail when they don't embrace new technologies. This book is relevant for managers who want to avoid this pitfall and build a successful business.

Podcasts:

• The Manager Tools Podcast—Packed with useful information for new managers, including interviews with experienced managers and tips on effectively managing your team.
• The Harvard Business Review Ideacast—A podcast from the Harvard Business Review that covers a wide range of topics relevant to management.
• Radical Candor with Kim Scott—A podcast about the management style of Radical Candor is about learning how to be kick-ass at work while embracing humanity.

FAQs

What is new manager training?

New manager training is a process designed to equip new managers with the skills and knowledge necessary to manage a team effectively. This type of training can be delivered through various methods but typically includes a combination of:

1. Classroom instruction: Structured learning environments where new managers are taught theoretical concepts, best practices, and management principles.
2. On-the-job training: Practical, hands-on experience where new managers apply what they've learned in real-world scenarios under supervision.
3. Mentorship: Guidance and support from more experienced managers who provide insights, feedback, and advice based on their own experiences.

This comprehensive approach ensures that new managers are well-prepared to handle the challenges of their roles, fostering both their personal growth and the success of their teams.

Why is it critical to train new managers?

Training new managers is critical for building a competent leadership pipeline, fostering a healthy work culture, and driving organizational success. Investing in management training helps prevent the detrimental effects of unprepared leadership and ensures managers can effectively lead and inspire their teams.

Recent studies explain why new manager training is important:

1. Prevent high turnover and negative work culture: A study by the Chartered Management Institute (CMI) found that one in three employees have left jobs due to bad managers and a negative work culture. Plus, 50% of employees with ineffective managers plan to leave within the next year. 

2. Reduce the prevalence of "accidental managers": The same CMI study found that 82% of managers enter their roles without any formal training, leading to what is termed "accidental managers." These individuals often lack the necessary skills and knowledge to manage effectively, contributing to poor team performance and high attrition rates.

3. Increase employee engagement and performance: The CIPD's 2023 report on people management revealed that effective training for new managers is linked to higher employee engagement and productivity. Trained managers are more likely to report concerns or wrongdoing and foster a positive work culture.

4. Boost learning and development: Pluralsight's 2023 State of Upskilling report found that companies investing in continuous learning and development see significant benefits, including increased employee retention and productivity. Providing new managers with opportunities to develop their skills leads to a more engaged and capable workforce