If you’ve ever been promoted from the ranks of the worker bees to the lofty position of a manager, you know it’s like jumping into the deep end of the corporate swimming pool without knowing how to swim. It’s a thrilling, yet terrifying experience that can often leave you feeling like a fish out of water. And, to be honest, it’s not entirely your fault if you feel that way because some companies have shortcomings for newly promoted managers.
While climbing the corporate ladder is undoubtedly an achievement worth celebrating, many companies fail to provide adequate support and guidance to their newly minted managers. So, grab your life vest, because we’re diving into the five ways companies are failing these brave souls.
1. The Mysterious Art of Management Training
Imagine being given the keys to a spaceship without any instructions on how to fly it. That’s what it’s like for newly promoted managers when they’re not offered proper management training. Companies often assume that employees will naturally adapt to their new roles, but management is a skill that needs to be learned. Without the right training, managers are left to figure things out on their own, which can lead to some pretty comical (and not-so-effective) attempts at leadership.
2. Sink or Swim Mentality
Some companies have a “sink or swim” approach when it comes to newly promoted managers. They toss them into the management pool and hope they’ll figure it out. It’s like teaching someone to swim by pushing them into the ocean and yelling, “Good luck!” Instead of setting up managers for success, this approach sets them up for stress, frustration, and potential failure.
3. Lack of Clear Expectations
Ever tried to play a game with no rules? It’s chaotic, confusing, and usually not much fun. Similarly, when companies don’t clearly define the expectations for newly promoted managers, it’s like sending them into a game without knowing the rules. Managers need to know what success looks like in their new roles, but too often, they’re left guessing.
4. Ignoring the Human Element
Managers are not robots. They’re humans with feelings, strengths, and weaknesses. Unfortunately, some companies treat them like task-executing machines rather than considering their emotional well-being. Neglecting the human element of management can lead to burnt-out, demotivated managers who are more likely to jump ship than steer it.
5. Isolation Island
Newly promoted managers often feel like they’re on a deserted island, isolated from their peers and lacking the support they need. Companies should encourage a sense of community among their managers, fostering an environment where they can share experiences, learn from one another, and grow together. Instead, many managers end up stranded, trying to survive on their own.
In a world where management is often seen as a sink-or-swim endeavor, it’s no wonder newly promoted managers sometimes feel like they’re floundering. But it doesn’t have to be this way. Companies can do better by providing proper training, setting clear expectations, valuing the human element, and creating a supportive community for their new managers.
So, to all you newly promoted managers out there, hang in there! And to the companies who want to keep their managerial talent from feeling like fish out of water, remember that a little support goes a long way. After all, with the right guidance and a bit of humor, even a fish can learn to swim in the corporate sea.
“We are committed to helping your organization meet its goals by partnering with you to develop and deliver systemic solutions to negative workplace behaviors. We will partner with you to build a positive and healthy work environment so your employees can thrive.
We don’t focus on the corrective actions involving eradication of problems and negativity, we focus on finding solutions that create a safe and civil workplace – and there’s a difference. Focusing on solutions creates preventative and sustainable change.
Negative and aggressive workplace behaviors are systemic. In order to effectively remove them, holistic and system-wide solutions that are tailored to your organization and focused on prevention, not correction, are required.”
Post details > link to site
