5 Corporate Shortcomings for Newly Promoted Managers

by Sep 22, 2023

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.

 

Written by: Cleo Tubon

Incivility, bullying, and harassment occur because the culture allows them to. Before starting inclusivity initiatives, you’ve got to stop bad behavior. Take this assessment to determine if your workplace fosters a positive culture.

 

Catherine

About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP, is the founder/CEO of Civility Partners, an organizational development firm focused on helping organizations create respectful workplace cultures and specializing in turning around toxic cultures. Civility Partners’ clients range from Fortune 500’s to small businesses across many industries. Catherine is a TEDx speaker and an HR thought-leader who has appeared in such venues as USA Today, Bloomberg, CNN, NPR, and many other national news outlets as an expert. She’s an award-winning speaker, author and blogger, and has 50+ courses reaching global audiences on LinkedIn Learning. Catherine’s award-winning book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, was hailed by international leadership-guru, Ken Blanchard, as, “the most comprehensive and valuable handbook on the topic.” Her latest book is Navigating Toxic Work Environments For Dummies (Wiley).

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