It’s said that employees don’t leave companies, they leave people. Challenge #2: Keeping people motivated and engaged Whether it’s a guide, a training program, or a playbook, clearly defined standards will reduce ambiguity and act as a supporting foundation for manager growth in your organization. This playbook creates a language of shared norms across the organization and gives managers a guide to success. In the playbook, you’ll find 12 behaviors that they expect from people leaders. She developed a “People Leader Playbook” for a company looking to help their managers be successful. “Put a big emphasis on letting new leaders know that they’re not alone” People Leader PlaybookĮver heard of a football playbook? How about a “People Leader Playbook”? Tania Luna conducts leadership training at Lifelabs Learning. “We put a big emphasis on letting new leaders know that they’re not alone and we’re here to help and support them,” said Neil. This program is open to all people leaders and walks through key manager challenges to help them grow. At Soundcloud, Neil Wilks said, “anyone who joins, or is promoted, as a manager goes through a leadership and management program.” Training programs are another excellent way to help managers understand what’s expected of them. “So, we add it to the SLA and give any financial or educational resources necessary to support it.” Training programs “We know it’s a good idea to send a first-week plan to new hires before they start,” said Joris Luijke. For example, how often should you have a 1:1 meeting with your direct report? When is a good time to discuss career growth and development? Manager Service Level Agreement (SLA)Īt Grovo, the leadership team decided to clarify manager expectations at a company level, in what they call the “Manager Service Level Agreement (SLA).” The Manager SLA includes all of their defined, basic expectations for managers. Many organizations don’t have outlined expectations or requirements for managers. How do you know what’s expected of you as a manager and what “good” looks like in your company? Challenge #1: Understanding what’s expected of youĪ “good” manager may look different depending on the organization. There is a video recording of the whole panel discussion below and we’ve also distilled four manager challenges, and suggestions for tackling them, that arose during the conversation. Tania Luna, Co-Founder of Surprise Industries and leadership consultant at LifeLabs Learning.Neil Wilks, Soundcloud’s Director of People Partnerships.Steve Levy, blogger, recruiter and Principal at Recruiting Inferno.To find out what it takes to be a great manager, we sat down with:
But why is it so hard and how you overcome the most common manager challenges? According to Gallup, only about one in 10 people have the talent required to manage. In fact, being a good manager is one of the most difficult responsibilities a person can take on. Nobody said managing and leading a team would be easy. Tips from Grovo, Soundcloud, Lifelabs Learning, and Recruiting Inferno Bringing the best out of people: Get to know them, be selfless, ask the right questions, and lead by example.Having difficult conversations: Request a GBU (the good, the bad and the ugly) report from each employee.Keeping people motivated and engaged: Master your coaching, feedback, prioritization, and 1:1 meeting skills.Understanding what’s expected of you: Clarify manager expectations in a playbook or SLA.
#First time manager challenges how to#
This article explains 4 of the biggest manager challenges and how to deal with them
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