Predicting an employee’s success is one of HR’s toughest jobs — and that includes hiring or promoting for a managerial position. Here are some of the common reasons new bosses fail:
- They put too much focus on details. Many managers are promoted because they were great employees and have a lot of technical knowledge — but they don’t get the training or experience they need to handle people effectively. That leads to managers who are too focused on how their employees get work done, instead of the bigger-picture issues like keeping the staff productive and motivated. One solution: Soft skills training can help a great employee make the transition to supervisor.
- They can’t handle criticism. One key part of a manager’s job: listening to employees and changing styles to create an environment that lets employees do their best work. But too many new managers get defensive and ignore employees or overreact when they get criticism. Employees or outside candidates chosen for managerial positions should prove they can handle feedback and adapt accordingly.
- They lack self-confidence. Managers need to take feedback seriously. But at the same time, they’re there to lead — and only those who trust their own judgment can get the job done.
- They get territorial. A manager’s real job isn’t just to ensure the success of his or her department — it’s to do what’s best for the company as a whole. But some new managers focus only on themselves and their staffs, at the expense of other departments. Good managers learn to cooperate with each other and recognize that every department is important to the organization.
What are some reasons you’ve seen new managers fail? How does your company help new supervisors make the transition from employee to boss? Let us know your experience in the comments section below.
