15 Skills to Include in a New Manager Training Program

Companies often overlook the importance of adequately training new managers. 

A startling statistic from the Chartered Management Institute (CMI) reveals that 82% of managers enter their roles without any formal training, becoming "accidental managers" who haven’t been equipped with the right skills to lead effectively.

When managers don’t get the training they need, it’s not just detrimental to them—it affects the whole organization. The same study found that 1 in 3 employees have left jobs due to a negative work culture, and 50% of employees with ineffective managers plan to quit within the following year.

To address these challenges and make sure new manager training is effective and impactful, companies should focus on these key elements:

1. Participant engagement: Engage new managers to make sure they’re not just passive recipients of information but are fully involved in their learning process.
2. Comprehensive curriculum: Develop a thorough training program that covers all essential aspects of management, from leadership skills to conflict resolution.‍
3. Flexibility: Adapt the training program to meet the unique needs of each individual and align with your organization’s goals.

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15 important skills for new manager training

When employees transition to a leadership role, they need more than just the technical knowledge to do the job. They also need a commitment to learning leadership skills for new managers and continuously developing them over time. In doing so, they’ll identify their leadership style.

Building your program to cover a wide variety of new manager training topics makes sure your leaders are well-rounded and well-equipped to take on these new responsibilities.

Here are 15 essential skills for new managers:

1. Prioritization

Strong prioritization skills help new managers understand which tasks to handle first and which to delegate. Prioritization helps them stay focused and avoid becoming overwhelmed with multiple projects. Prioritizing initiatives effectively can lead to significant performance improvements, as highlighted by McKinsey​.

2. Delegation

Delegation is one of the essential people management skills for new managers. It helps managers distribute tasks within the team based on competencies. Effective delegation not only frees up time for other tasks but also builds trust between employees and their managers.

3. Communication skills

New managers need to learn how to communicate effectively with their employees, which includes giving clear instructions, providing feedback, and listening to concerns. Employees need to feel their manager is approachable and their concerns are heard. Poor communication can lead to miscommunication, misunderstandings, and disconnection between managers and employees.

4. Project management skills

One of the top new manager skills is project management. This skill helps them plan, organize, and track their delegated tasks. Project management skills also include training managers to organize and plan their budgets and resources to achieve organizational goals within a set timeframe.

5. Emotional intelligence

Since being a manager requires working closely with other people, manager training needs to include building emotional intelligence. New managers need to understand their own emotions and how they influence their work, decision-making, and interactions with others. Emotional intelligence helps new managers deal with conflicts and creates a positive work environment.

6. Time management

New manager training needs to include time management skills. Managers must not only effectively manage their own time, but that of their employees too. This includes scheduling work, planning breaks, and handling any roadblocks that pop up. Poor time management leads to missed deadlines, frustrated employees, and feeling overwhelmed, while good time management enhances efficiency and productivity.

7. Leadership qualities

To lead and motivate their employees, management skills for new managers need to include developing leadership qualities. These skills include strong interpersonal skills, providing guidance and direction, and helping employees achieve their full potential. Pair new managers with a senior executive to mentor them on leadership qualities.

8. Goal-setting

All new manager training needs to include how to set measurable goals. Managers need to identify what needs to be accomplished and plan how to achieve it. They also need to know how to make adjustments, ensuring everyone is working towards the same objectives.

9. Conflict resolution and mediation

Conflict resolution skills are some of the top leadership skills for new managers to develop. These skills help prevent minor problems from escalating by identifying the cause, mediate between parties, and find a resolution agreeable to all. As part of your manager training curriculum, offer new managers role-playing scenarios or workshops.

10. Collaboration

Good managers build high-performance teams by choosing the right people and providing them with the resources they need to succeed. New manager skills need to include being able to collaborate, communicate, and delegate tasks. They need to work well with their employees and other managers. 

11. Problem-solving

Effective managers identify problems, gather information from relevant parties, brainstorm potential solutions, and implement the best option. Training managers to hone these problem-solving skills will help them consider each solution's short- and long-term effects and associated risks before deciding.

12. Decision-making

Much of a manager's job revolves around making decisions that impact the team, department, and company. However, making good decisions is not always easy. Training new managers to consider all relevant information, analyze different options, and weigh the pros and cons is critical. Provide managers training on the following to help them make better decisions: how to identify objectives, gather information, consider options, and make sound choices.

13. Constructive feedback

Managers need to be able to give constructive feedback. Leadership training for new managers needs to include how to do this respectfully. You can help them set expectations, role-play, create templates, and have a workshop on providing practical and respectful feedback. This skill helps managers to lead their team to achieve their business goals.

14. Coaching

Managers without employee coaching skills can stifle their employees’ growth. Training for first time managers, therefore, needs to include coaching skills. With these skills, managers can develop their team members’ strengths and address growth areas.

15. Industry-specific regulations and company policies

New manager training should include information on industry-specific regulations and company policies so they know how to enforce them. It's essential to keep up-to-date with company policies and be able to explain them to employees.

Examples of manager training topics to explore

For a well-rounded program, consider including a broad range of management training topics. Here are some examples you can use:

• Leadership styles and theories: Exploring different leadership approaches can help new managers find the leadership style that suits their personality and the dynamics of their team.
• Team building: New managers can learn different strategies to connect and build rapport with their team that inspires and unifies.
• Managing remote and hybrid teams: Since these work models are far more common now, teaching new managers the nuances of managing in hybrid and remote work environments is essential.
• Ethical leadership: Introduce the main principles of ethical leadership and how to apply them in day-to-day responsibilities and decisions.
• Change management: Organizations are always changing and managers should be prepared to lead their team through changes, adapt to new circumstances, and communicate change to their team.
• Strategic thinking and planning: New managers need to learn how to think ahead, anticipate challenges and opportunities, and plan for the future in a way that aligns with your company’s goals.

Covering these manager training topics in your program can help managers lead with confidence, empathy, and vision.

3 challenges new managers face

Here are three challenges new managers face, based on findings from the Gallup State of the Global Workplace Report:

1. Managing employee stress

New managers can struggle with managing their own stress and that of their team. According to Gallup's report, 44% of employees globally reported experiencing stress, a record-high level consistent with 2021. 

‍Managing this high stress level is one of the critical skills for new managers since it directly impacts employee wellbeing and productivity levels. New managers need to learn to develop strategies that reduce workplace stress and create a supportive environment.

2. Engaging employees who are "quiet quitting" 

The phenomenon of "quiet quitting," where employees do the bare minimum needed to do their job, poses a challenge to new managers.

Gallup's report indicates that 59% of employees are not engaged, which means they are likely quietly quitting. Training managers to re-engage these employees through building a culture of recognition, providing growth opportunities, and aligning team goals with individual aspirations can help reduce quiet quitting.

3. Building trust and credibility

Building and maintaining trust is a crucial but challenging task for new managers. 

Gallup's research shows that 70% of the variance in team engagement is attributable to the manager's actions. Training new managers to build credibility, show empathy, and provide consistent support is key to building a strong team culture. This involves transparent communication, fair treatment, and being approachable and responsive to team members' needs​​.

6 components for a successful new manager training program

The role of a manager comes with a lot of responsibility, so a new manager training program is essential. Not only do managers need to be able to carry out their duties, they also need to be able to develop and lead their team members. 

Here’s how to train a new manager:

1. Appreciate them with small gifts 

"People don't leave bad jobs; they leave bad managers." 

Show your new manager some appreciation and teach them how to show appreciation. A little recognition goes a long way in making employees feel valued and appreciated.

Appreciation doesn't have to be expensive or time-consuming. A simple "thank you" or "good job" goes a long way. You could also give them a small gift, such as a gift card to their favorite coffee shop or restaurant.

2. Offer mentorship to help them navigate their new role

Research has shown that the retention rate for a mentee is fifty percent higher than for those without a mentor. Effective mentoring also improves workplace culture. This research showed that a one-week group mentoring program doubled the competency score of some students. 

There's no doubt about it — being a manager is a tough job. Having a mentor can be invaluable for new managers, as they help them navigate the challenges of their new role. 

💡Want to build a mentoring program for new managers? Here's our manager mentoring handbook. 

A mentoring program offers the following benefits to managers:

• Provide guidance and advice on effectively managing a team.
• Help new managers learn about the company culture and expectations.
• Enable support in the workplace during difficult times or challenges.
• Provide career advancement opportunities.

3. Train them in essential skills

Management skills training for new managers can come in a variety of forms, from online webinars to in-person workshops, to one-on-one coaching. But regardless of the format, new manager training should include but is not limited to topics:

• Setting goals and objectives
• Communicating effectively
• Delegating tasks and responsibilities
• Building and leading teams
• Managing conflict
• Motivating employees
• Giving feedback

These are just a few examples of topics that many executive training programs include. 

4. Coach them on specific skills 

Coaching new managers can be done in person or virtually, but a mixed approach is best.

Coaching offers real-time feedback and guidance, improving their skills and training new managers to coach employees. 

‍Coaching and mentoring seem similar, but they have different processes and outcomes. Coaching is usually used to improve a specific skill. Mentoring is broader and can focus on anything from career development to work/life balance.

Here are some tips for success:

1. Show genuine interest in building trust and fostering open employee communication.
2. Set clear expectations - identify goals, objectives, and completion timeframe.
3. Provide constructive feedback with specific and actionable suggestions.
4. Encourage exploration of various techniques to find what works best.
5. Help them understand expectations and how success will be measured.

5. Focus on diversity initiatives

Studies show diverse teams are more likely to outperform less diverse teams. But, only when the manager of the diverse team understands the nuances and strengths.

Diversity training for first time managers teaches them about cultural nuances. This can impact how they manage the team inclusively through communication, decision-making, and problem-solving. It also helps them recognize the importance of understanding, embracing, and respecting multiple perspectives, which fosters a positive work environment.

6. Review and assess their performance

During and after training managers, reviewing and assessing how they're doing is important. This can be done through one-on-one meetings, performance reviews, or informal check-ins. Schedule regular check-ins to offer feedback and help troubleshoot any problems.

During these reviews, provide feedback on what they're doing well and identify areas for improvement. This helps ensure they are on track and help you identify areas where additional manager training may be necessary.

Build the next generation of leaders for your organization through manager training

An organization is only as strong as its leaders. That's why it's so important to cultivate the next generation of managers with a new manager training program. A holistic training program includes blended learning formats like content, colleague connections, mentorship platforms, events, and more.

If you’re ready to empower new managers with the support and resources they need to excel, connect with one of our experts.

15 resources to build leadership skills for new managers

The following resources will help develop new manager skills and give them deeper insights on what it means to be a leader:

• Managers - Rework by Google. It's a compendium of practices, research, ideas and essays on management, organization, and leadership. 
• The Manager's Path by Camille Fournier. This book covers everything from the basics of management to more advanced topics, such as career development and scaling teams from a tech point of view.
• HBR Guide to Being a Great Boss by Harvard Business Review. This guide provides new managers with all-round practical advice on how to be successful in their role.
• From Bud to Boss by Kevin Eikenberry. This book covers various topics relevant to management, including building trust with your team, giving effective feedback, and managing conflict.
• Extreme Ownership: How U.S. Navy SEALs Lead and Win by Jocko Willink and Leif Babin. This book covers the authors' experiences as Navy SEALs leaders. These principles can be applied to any organization or team to achieve success.
• The Lean Startup: How Today's Entrepreneurs Use Continuous Innovation to Create Radically Successful Businesses by Eric Ries is a must-read for any manager who wants to build a successful business. This book discusses the lean startup methodology, a proven approach for creating and scaling new businesses. 
• The Armed Forces Officer by SLA Marshall is free online: A great resource for managers who want to learn about leadership from the military perspective. This book covers topics such as the role of the officer, the nature of commands, and leadership styles.
• Managing for Dummies by Bob Nelson. This book covers team building, delegation, and time management to include in new manager training.
• The Manager's Toolkit by Harvard Business Essentials is a comprehensive guide that covers everything from hiring and firing to performance reviews and managing conflict.
• The One Minute Manager by Kenneth Blanchard, Ph.D. (Author), and Spencer Johnson, M.D. (Author) is a classic management book that covers the three easy-to-master techniques that have proven to change millions of people's lives.
• How to Win Friends and Influence People by Dale Carnegie is a timeless classic that provides readers with advice on how to build relationships and influence others. This book is relevant for managers who want to build strong working relationships with their team members.
• The Innovator's Dilemma by Clayton M. Christensen: When New Technologies Cause Great Firms to Fail covers how large organizations can fail when they don't embrace new technologies. This book is relevant for managers who want to avoid this pitfall and build a successful business.

Podcasts:

• The Manager Tools Podcast—Packed with useful information for new managers, including interviews with experienced managers and tips on effectively managing your team.
• The Harvard Business Review Ideacast—A podcast from the Harvard Business Review that covers a wide range of topics relevant to management.
• Radical Candor with Kim Scott—A podcast about the management style of Radical Candor is about learning how to be kick-ass at work while embracing humanity.

FAQs

What is new manager training?

New manager training is a process designed to equip new managers with the skills and knowledge necessary to manage a team effectively. This type of training can be delivered through various methods but typically includes a combination of:

1. Classroom instruction: Structured learning environments where new managers are taught theoretical concepts, best practices, and management principles.
2. On-the-job training: Practical, hands-on experience where new managers apply what they've learned in real-world scenarios under supervision.
3. Mentorship: Guidance and support from more experienced managers who provide insights, feedback, and advice based on their own experiences.

This approach to training new managers ensures they are well-prepared to handle the challenges of their roles, fostering both their personal growth and the success of their teams.

Why is training new managers critical?

Training new managers is key to building a competent leadership pipeline, fostering a healthy work culture, and driving organizational success. Investing in new manager training helps prevent the challenges of unprepared leadership and makes sure managers can lead and inspire their teams.

Recent studies explain why new manager training is important:

1. Prevent high turnover and negative work culture: A study by the Chartered Management Institute (CMI) found that one in three employees have left jobs due to bad managers and a negative work culture. Plus, 50% of employees with ineffective managers plan to leave within the next year. 

2. Reduce the prevalence of "accidental managers": The same CMI study found that 82% of managers enter their roles without any formal training, leading to what is termed "accidental managers." These managers are often underprepared and don’t have the skills and knowledge to manage their team effectively, contributing to poor team performance and high attrition rates.

3. Increase employee engagement and performance: The CIPD's 2023 report on people management revealed that effectively training new managers is linked to higher employee engagement and productivity. Trained managers are more likely to report concerns or wrongdoing and foster a positive work culture.

4. Boost learning and development: Pluralsight's 2023 State of Upskilling report found that companies investing in continuous training and development see significant benefits, including increased employee retention and productivity. Providing opportunities to develop skills for new managers leads to a more engaged and capable workforce.