New managers often face many challenges when they first enter the workplace management position. These challenges mainly come from multiple dimensions such as role change, team management, task execution, and self-cognition.

Challenges for new managers in the workplace?

New managers often encounter many challenges in the early stage of their tenure: team members are not in control, always have a thorn in their side, and even affect other team members; The process system can not be implemented, all on paper; The responsibilities and rights of the upstream and downstream are not clear, and there are often disputes or mutual kicking... What are some of the challenges of being a new manager?

The challenge of changing roles

The psychological transition from colleague to manager: New managers may have difficulty adjusting to the role change from colleague to leader, and need to learn to distinguish between work and friendship, and to clarify their responsibilities and positioning. Goal setting challenges: New managers may fail to set clear goals and expectations for employees, leading to confusion and frustration between employees and managers.

The challenge of team management

Team members disobedience: New managers may encounter team members who do not obey management, especially those who are technically competent but have an arrogant attitude. Internal team conflicts: Due to differences in personality and working style among team members, internal conflicts may arise, which require timely intervention and fair handling by the manager. Team performance and motivation: How to evaluate team members' performance fairly and give them appropriate incentives and rewards is an important challenge for new managers to face.

Mission execution challenges

In the coming quarters, we will continue to focus on product innovation, market expansion and team building to achieve higher performance targets. Process systems cannot be implemented: New managers may find it difficult to implement the detailed process systems in practice. Unclear responsibility and authority: In cross-departmental cooperation, the responsibility and authority relationship between the upstream and downstream may not be clear, which leads to the obstruction of work promotion.

The challenge of self-perception

Poor time management: New managers may have to deal with more tasks and problems, and it is easy to get stuck in time management. Eager to prove themselves: New managers may be eager to show their competence and value, but being too eager for quick results can backfire. Lack of professional awareness: Due to the lack of management experience, the new manager may not have a deep understanding of some management areas, and need to continue to learn and accumulate experience.

Advice for new managers helps keep things on track

The new leader who just took office is easy to be held by his subordinates. If you are very young and have just been promoted to the leadership of the unit, do not learn to show a decisive and surging attitude like the big leader at the beginning, and want to quickly establish authority and show a lofty appearance. If so, I dare say that not only can your authority not be established, but also it is likely to be dismantled by subordinates, and you are in a very passive situation. For new managers, here are some tips to help you adapt and grow faster in your career without getting sidetracked:

1. Clarify roles and responsibilities Recognize role change: Understand the role change from employee to manager, and clarify their responsibilities and positioning. As a manager, your job is to guide the team, strategize, assign tasks, monitor progress, and ensure that team goals are met. Set clear goals: Set clear, measurable goals for the team and individuals to ensure that team members understand where they want to go and what they want to achieve.

2. Improve team management skills to build trust: Build trust with team members through fair and transparent management. Respect the opinions and contributions of each member and encourage teamwork and communication. Effective communication: Learn to listen to the ideas and needs of team members, and give timely feedback and guidance. At the same time, ensure the flow of information among team members to avoid misunderstandings and conflicts.

Iii. Optimize task execution process Develop process system: clarify work process and rules and regulations to ensure that team members can perform tasks in accordance with established standards. At the same time, it is also necessary to pay attention to the implementation of the process, timely adjustment and optimization.

4. Focus on team building and talent cultivation Selection of outstanding talents: In the recruitment and selection process, focus on the ability and potential of candidates. Select those who are in line with the culture and values of the team and inject new vitality into the team. Provide training and development opportunities: Provide training and development opportunities for team members to help them upgrade their skills and knowledge. At the same time, it is also necessary to pay attention to the career planning and development needs of team members, and provide them with appropriate promotion channels and incentives.

You're a new manager and you've stumbled into a minefield

Too much internal management, too little external affairs

There are many new managers who are promoted because of their superior ability and recognition by their superiors. Because of their own ability, they can always find the deficiencies in the work of their subordinates, their subordinates can do a few things well for half a day, but also to clean up the mess for their subordinates, it is better to do it directly.

Managers feel that subordinates are poor, but subordinates feel that they do not exist, so a vicious circle is formed.

It should be noted that many new managers finally become leaders, they feel superior to others, and do not allow different voices within the team. In reality, the game between the upper and lower levels is the norm, and everyone has their own small thoughts, which is not easy to achieve "ordering and prohibiting", especially for new management.

Superiors require subordinates to work hard, subordinates are trying to work "fish", superiors want to reduce labor costs, subordinates want to earn as much as possible. Due to the lack of management experience, new managers often want to do things, but they find that not only external things are difficult to control, but also internal resistance often occurs, so they seize internal management in various ways, resulting in neglect of the coordination of external things.

In fact, instead of intensifying the conflict internally, it is better to point the finger at the outside, and the new manager can solve the external conflict by coordinating internal resources, and strengthen the team cohesion virtually. By addressing external issues and strengthening internal management, the effect will be more obvious.

The reason is very simple, just like living in the local, feel the people around you are like that, but to work in the field, the fellow is particularly cordial, if you go abroad, see the Chinese will not consciously have the heart to feel cordial.

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