Just Got Promoted? These 8 Tips Will Help You Succeed as a New Manager

Getting promoted is a huge win in your career, but stepping into a manager role can suddenly feel like a whole new ball game. Now you have employees depending on you while you’re still reporting to your own boss, and most days it can feel like you’re building the plane as you’re flying it. Overnight, you’re expected to shift from doing the work to giving feedback and delegating tasks, navigating various personality types, and making decisions that affect more than just you. Basically, you’re learning how to lead while still figuring out the type of leader you want to be—and that isn’t easy.

If you’ve recently found yourself wondering whether you’re doing any of it right or how to do any of it at all, you’re not behind—you’re exactly where every good leader begins. The truth is, leadership isn’t about having all the answers. It’s about learning how to show up for your team in a completely new way. If you recently got promoted or started a new role that requires you to manage a team, here are eight things that can help you (and your team) excel as a new manager.

1. Not everyone is motivated by the same things

I’ll never forget the day my manager said to me, “The way I speak to you and the way I speak to your coworker are different because you’re different people.” She was right. Even though my colleague and I had nearly identical roles, we were motivated by completely different things—and she led us accordingly. For example, I always appreciated when my manager told me what I was getting right so I could repeat it, while my coworker preferred more direct, corrective feedback to stay on track.

Some people are motivated by flexibility, public recognition, opportunities to learn new skills, or simply feeling trusted to own their work, which is why great managers don’t motivate everyone the same way. Instead, they recognize each team member for who they are as individuals and lead them appropriately.

In order to lead each of your team members effectively, start by observing how your team works naturally. Pay attention to how different members respond to deadlines, recognition, and feedback. You can also learn a lot by listening to how they talk about their previous roles. When someone mentions what they loved or disliked about them, it’s often a clear signal of what they value and what they need from you now.

2. 1:1s are your most valuable management tool

Regular one-on-one meetings aren’t just a checkbox on your calendar—they’re where trust is built, where you learn about your employees’ goals, and where you ensure they’re clear on priorities and responsibilities. They’re also the space to uncover stressors your employee may be facing or any hiccups in their work before they become bigger problems. By checking in consistently, you create a foundation of trust that allows your employees to speak openly, share challenges, and ultimately perform at their best.

During 1:1 meetings, you might ask questions like: “How can I better support you?” “Is there anything I do that makes your work harder?” or “What’s going well for you right now, and what feels challenging?” These simple questions open the door to honest communication and give your team the guidance they need to succeed. It also shares that you care about them not just as employees but as people, too. And remember, even if the call is quick, it’s still a valuable checkpoint. A few minutes of face time can reinforce connection, catch small hiccups early, and show your employee that you’re present for them.

3. If you experience burnout, it will trickle down to your team

As a manager, your energy and mindset set the tone for your team. If you’re constantly stressed, overworked, or disengaged, your team will feel it too—whether it’s through the language you use on Slack, rushed decisions, or tension in meetings. Prioritizing your own well-being isn’t just essential for you; it also models healthy habits for your employees.

“As a manager, your success is measured not by how much work you personally complete, but by how effectively you help your team succeed.”

One of my previous managers always made it a point to ensure I logged off at 5 p.m., which was my official end time. She worried I would burn out if I didn’t, and she held herself to the same standard. By setting boundaries, taking breaks, and managing your workload effectively, you protect yourself from burnout—and, in the long run, you protect your team, too.

4. Staying up-to-date on workplace trends can make you a more empathetic leader

It’s not just what happens within your own company and team that you need to stay up to date on—it’s what’s happening outside of it, too. Following broader workplace trends like ghost growth, the forever layoff, and job hugging, or even the rollout of new technologies, can help you better understand work culture and meet your employees where they are. Are most employees drained? Looking for a challenge? Feeling under-utilized? Afraid to speak up? These feelings likely resonate with your teammates, too. Learning about them and how to navigate them can make you a more empathetic and prepared leader.

The best way to do this? Sign up for newsletters so that workplace trends are always in your inbox, or check some of your favorite outlets for new stories about the workplace when you settle into work in the morning. Being proactive in this way can not only boost your confidence but it can equip you to better support your team as they navigate challenges.

5. You’re no longer rewarded for doing—you’re rewarded for enabling

As a manager, your success is measured not by how much work you personally complete, but by how effectively you help your team succeed. Their results—metrics, deadlines, and output—reflect on you, too. The easiest way to ensure your team performs well is by providing them with clear expectations. Be specific about priorities, deadlines, and what ‘done’ looks like. Show them examples, and celebrate a job well done by a team member (with the entire team!) as often as possible. You don’t want to assume that your team knows what’s obvious to you or that certain tasks are “easy” for everyone. Be clear first, but also be approachable when they have questions. The more support you provide your team, the stronger their results will be—and the more your leadership will be recognized.

6. Feedback should never be a surprise

Great managers give feedback in real time, not just during reviews. Waiting until a formal evaluation to address issues or praise good work can lead to confusion, frustration, or missed opportunities for growth. For example, I once had a temporary role where we received our performance reviews on the very last day. This didn’t allow me to apply the feedback I’d received and be a better, more effective employee while I was there. I was left thinking, Why wasn’t I told this before? Consistent, timely feedback is crucial—just like providing clarity on tasks and expectations is—so your team always knows where they stand and how to improve.

“Prioritizing your own well-being isn’t just essential for you; it also models healthy habits for your employees.”

Instead of pushing off feedback, worrying about upsetting someone, or even assuming someone already knows they’re doing a good job, regularly share feedback to help your team succeed. When you address issues kindly and early, you prevent small issues from turning into big ones. And when you recognize good work as it happens, you motivate your team to keep succeeding. You also show your team members that you’re invested in their growth.

7. Your team notices how you handle mistakes

How you respond when things go wrong says more about your leadership than your successes. So, always stay cool, calm, and collected, but most importantly, stay positive and supportive—no matter how large the issue seems. Otherwise, your team member may grow afraid of speaking up after making a mistake, and that’s how issues go unaddressed, trust erodes, and growth stalls. For example, when a team member misses a deadline, reacting with frustration or blame can push them to hide future mistakes. They think, “I don’t want to say anything,” with the fear of getting in trouble. By staying calm and treating setbacks as learning opportunities, you create a safe environment where your team feels supported and empowered to take risks and improve.

8. Your team doesn’t need perfection—they need consistency

As a new manager, it’s easy to feel like you need to have all the answers or make every decision perfectly. The truth is, your team values consistency far more than a flawless leader. Imagine allowing one employee to leave early on a Friday but never extending the same flexibility to another. Even if both situations are valid, inconsistent decisions can create confusion or resentment. By being reliable, fair, and predictable in your communication, expectations, and follow-through, you build trust and create a stable, supportive environment for your team.

Stepping into a management role can feel overwhelming, but growth comes from learning as you go. By building trust, giving consistent feedback, and leading with empathy and clarity, you set both your team—and yourself—up for long-term success. No one expects you to be perfect; they simply need your consistent support.

ABOUT THE AUTHOR

Alyshia Hull, Contributing Writer

Alyshia is a work-life journalist based in Upstate New York with a journalism degree from SUNY Oswego. She writes about career growth, workplace culture, and lifestyle. Beyond The Everygirl, her work has appeared in outlets such as Business Insider, Fast Company, Entrepreneur, USA TODAY, and Inc.

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