When you own a business and rely on others to manage various functions of that business, you need those managers to be effective and motivated. It's often smart to promote someone from a smaller role in the company into a manager position since they already know the ins and outs of how your business operates. However, new managers sometimes struggle with the job in the beginning because overseeing people and important business functions is new to them. Here are three ways to help empower your newly promoted managers.
Send them to leadership development programs.
Going from taking orders to giving orders can be tough for many people. Your new managers may not know how to effectively oversee and motivate the workers under them. Attending a leadership development program can help them hone this skill. Many colleges and universities offer leadership development programs, and you can also find courses online. Start by enrolling your new managers in just a class or two, and then ask them for feedback. Chances are they'll be grateful for the opportunity to learn more and will be happy to continue taking additional classes, if needed. Let your new managers suggest areas of focus that they think may be most helpful for them. For instance, they may specifically request taking a class on delegating tasks or solving conflicts between employees.
Be clear in your expectations.
A common complaint among those who are promoted into managerial roles is that they're not sure what their job entails. To keep your managers from feeling like they're floundering, be sure to make a complete list and description of what you expect from them. Be clear who is under them and above them in the business's hierarchy, and tell them when they need to seek out the approval or opinion of those above them. This will keep them from feeling like they are overstepping their bounds or asking others to take on tasks that they should be handling themselves.
Provide regular feedback.
During your managers' first months on the job, schedule monthly--and perhaps even weekly--meetings to give them feedback on their performance. Don't be critical in your presentation of the feedback. Instead, use this as an opportunity to discuss, in a calm and accepting manner, what your manager is doing well and where they can improve. This keeps mistakes from being made repeatedly and ensures that your manager has a time to approach you with their questions.
