{"id":10350,"date":"2014-09-08T15:00:00","date_gmt":"2014-09-08T15:00:00","guid":{"rendered":"https:\/\/sandler.dsstaging2.com\/case-study\/12-telling-signs-that-your-new-managers-need-training\/"},"modified":"2023-11-16T03:01:11","modified_gmt":"2023-11-16T03:01:11","slug":"12-telling-signs-that-your-new-managers-need-training","status":"publish","type":"post","link":"https:\/\/sandler.com\/blog\/12-telling-signs-that-your-new-managers-need-training\/","title":{"rendered":"12 telling signs that your new managers need training"},"content":{"rendered":"\r\n<p>When you hire new managers, you are giving these individuals the opportunity to lead, supervise, mentor, and motivate others and their ability to do so makes a huge impact on your company\u2019s overall success. Yet, too often,\u00a0<a href=\"https:\/\/www.sandler.com\/blog\/tips-first-time-managers\/\">first-time managers<\/a>\u00a0are thrown into their new role with little to no\u00a0<a href=\"https:\/\/www.sandler.com\/solutions\/management-training\">management training<\/a>.\u00a0This can lead to poor management, consequently causing high turnover rates, workplace stress, and declines in employee productivity.<\/p>\r\n\r\n\r\n\r\n<p>No one intentionally sets out to be a poor manager. In fact, many managers may not even realize they are doing anything wrong. However, there are a number of signs and traits to look for in your new managers that may signify they need training.<\/p>\r\n\r\n\r\n\r\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_79_2 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/sandler.com\/blog\/12-telling-signs-that-your-new-managers-need-training\/#Uses_abrasive_communication\" >Uses abrasive communication<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/sandler.com\/blog\/12-telling-signs-that-your-new-managers-need-training\/#Creates_office_politics\" >Creates office politics\u00a0<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/sandler.com\/blog\/12-telling-signs-that-your-new-managers-need-training\/#Manages_with_fear_or_intimidation\" >Manages with fear or intimidation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/sandler.com\/blog\/12-telling-signs-that-your-new-managers-need-training\/#Ignores_non-performers\" >Ignores non-performers<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/sandler.com\/blog\/12-telling-signs-that-your-new-managers-need-training\/#Has_trouble_delegating_work\" >Has trouble delegating work\u00a0<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/sandler.com\/blog\/12-telling-signs-that-your-new-managers-need-training\/#Steals_credit_for_the_good_and_passes_blame_for_the_bad\" >Steals credit for the good and passes blame for the bad<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/sandler.com\/blog\/12-telling-signs-that-your-new-managers-need-training\/#Has_trouble_providing_constructive_criticism\" >Has trouble providing constructive criticism<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/sandler.com\/blog\/12-telling-signs-that-your-new-managers-need-training\/#Knows_everything\" >Knows everything<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/sandler.com\/blog\/12-telling-signs-that-your-new-managers-need-training\/#Fails_to_update_the_team\" >Fails to update the team<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/sandler.com\/blog\/12-telling-signs-that-your-new-managers-need-training\/#Expects_subordinates_to_mind_read\" >Expects subordinates to mind read<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/sandler.com\/blog\/12-telling-signs-that-your-new-managers-need-training\/#Fails_to_plan_for_future_concerns\" >Fails to plan for future concerns<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/sandler.com\/blog\/12-telling-signs-that-your-new-managers-need-training\/#Pushes_off_decisions_to_others\" >Pushes off decisions to others<\/a><\/li><\/ul><\/nav><\/div>\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Uses_abrasive_communication\"><\/span><strong>Uses abrasive communication<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n\r\n\r\n\r\n<p>Abrasive managers rub their subordinates the wrong way by <a href=\"\/podcasts\/succeed-recognizing-behaviors-triggers\/\">displaying behaviors<\/a> ranging from mild offense to open attack. This management style creates interpersonal friction that often leads to resentment and disrupts workflow. If your new manager can\u2019t communicate a problem or concern without berating, belittling, or yelling at employees, it may be time to consider management training to help your manager communicate constructively.<\/p>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Creates_office_politics\"><\/span><strong>Creates office politics\u00a0<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n\r\n\r\n\r\n<p>Office politics kill morale and can lead to a <a href=\"\/blog\/create-positive-work-environment\/\">toxic work environment<\/a>. Your managers should be doing things to prevent it, not perpetuate it. Finding that a manager is pitting employees against one another or gossiping to employees about their peers should be a red flag that your manager needs management training.<\/p>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Manages_with_fear_or_intimidation\"><\/span><strong>Manages with fear or intimidation<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n\r\n\r\n\r\n<p>Too often, managers think employees must be intimidated or shamed into following instructions and avoiding mistakes. However, this is a dangerous management tactic that causes unnecessary stress among employees, leading to a decline in productivity. According to the American Psychological Association, 51% of employees report being less productive at work as a result of\u00a0<a href=\"https:\/\/www.apa.org\/helpcenter\/workplace-stress.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">stress in the workplace<\/a>.\u00a0Perhaps the manager is intimidated or unsure about how to get results without relying on threats, but no matter the reason, this tactic does not help their team or the organization as a whole.<\/p>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Ignores_non-performers\"><\/span><strong>Ignores non-performers<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n\r\n\r\n\r\n<p>Some managers have <a href=\"\/blog\/should-innovation-be-important-element-your-workplace\/\">difficulty confronting non-performers<\/a> while others simply ignore them in hopes that underperforming employees will somehow manage to soldier through. Meanwhile, everyone else on the team has to pull a little more weight to pick up the slack of the non-performers. This is a dangerous approach that can lead to resentment and low team morale.<\/p>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Has_trouble_delegating_work\"><\/span><strong>Has trouble delegating work\u00a0<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n\r\n\r\n\r\n<p>No one can take on everything, but sometimes managers believe delegating makes them less important. So, they cling to their authority and micromanage their employees. This tactic can have negative effects on the entire organization and often leads to lower quality of work.<\/p>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Steals_credit_for_the_good_and_passes_blame_for_the_bad\"><\/span><strong>Steals credit for the good and passes blame for the bad<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n\r\n\r\n\r\n<p>It&#8217;s hard to hold a team together when mistakes occur and the temptation to point fingers may be hard to resist. However, good leaders take more than their share of the blame and less than their share of the credit. Unfortunately, many managers have a terrible habit of taking credit for the good and passing the blame for the bad on to their team members.<\/p>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Has_trouble_providing_constructive_criticism\"><\/span><strong>Has trouble providing constructive criticism<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n\r\n\r\n\r\n<p>Employees have the right to expect that their manager will be able to offer mentorship and direction. So, when a manager has no problem pointing out the mistakes but provides little to <a href=\"\/blog\/bridging-the-coaching-gap\/\">no insight on how to improve<\/a>, employees get discouraged and frustrated.<\/p>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Knows_everything\"><\/span><strong>Knows everything<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n\r\n\r\n\r\n<p>Arrogance is a dangerous characteristic to begin with but it can be toxic when it comes to managing a team. The best managers are open to learning from others and rarely take a \u201cmy way or the highway\u201d stance on matters in the workplace.<\/p>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Fails_to_update_the_team\"><\/span><strong>Fails to update the team<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n\r\n\r\n\r\n<p>One of the worst mistakes a manager can make is failing to communicate important or relevant information to the team. While there are certainly instances where it\u2019s better to operate on a \u201cneed to know\u201d basis, sharing appropriate updates with the team is important to building trust and team morale. Hiding this information may lead to confusion and unnecessary stress among employees.<\/p>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Expects_subordinates_to_mind_read\"><\/span><strong>Expects subordinates to mind read<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n\r\n\r\n\r\n<p>If a manager expects subordinates to know what\u2019s coming next, but doesn\u2019t do a good job of providing context or providing guidance, then their subordinates are being set up for failure. This issue may be easily fixed with leadership and communication training to help your manager understand the best way to convey expectations to the rest of team.<\/p>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Fails_to_plan_for_future_concerns\"><\/span><strong>Fails to plan for future concerns<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n\r\n\r\n\r\n<p>Jumping from emergency to emergency is stressful for both the manager and the entire team. Does your new manager constantly seem to operate one step away from disaster and can\u2019t seem to get a handle on what needs to be done? If so, now is the time to consider training to improve goal setting and time-management abilities to ensure the whole team doesn\u2019t suffer from the manager\u2019s poor planning.<\/p>\r\n\r\n\r\n\r\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Pushes_off_decisions_to_others\"><\/span><strong>Pushes off decisions to others<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h3>\r\n\r\n\r\n\r\n<p>Managers who collect all the information but still can\u2019t seem to make a decision can have negative, far-reaching ramifications on your organization. Lack of decision-making abilities makes your manager look like a poor leader, often causing team members to lose respect for the manager.<\/p>\r\n\r\n\r\n\r\n<p>With everything on your plate, it can be difficult to pick up on some of these behaviors. To ensure you\u2019re not missing anything, try sending out an employee satisfaction survey to the employees who report directly to the new manager. It\u2019s likely that these employees will have valuable insight on the manager\u2019s performance. Still not sure if your new managers need training? See what Sandler\u2019s\u00a0<a href=\"https:\/\/www.sandler.com\/solutions\/management-training\/management-solutions\">management training programs<\/a>\u00a0can do for your managers.<\/p>\r\n\r\n\r\n\r\n<p>Have you ever hired a first-time manager with any of these characteristics? Did he\/she go through management training to improve their leadership style? Let us know with a comment below.<\/p>\r\n","protected":false},"excerpt":{"rendered":"<p>When you hire new managers, you are giving these individuals the opportunity to lead, supervise, mentor, and motivate others and their ability to do so makes a huge impact on your company\u2019s overall success. Yet, too often,\u00a0first-time managers\u00a0are thrown into their new role with little to no\u00a0management training.\u00a0This can lead to poor management, consequently causing&#8230;<\/p>\n","protected":false},"author":167,"featured_media":10406,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","inline_featured_image":false,"footnotes":""},"categories":[1120],"tags":[1123,1124],"class_list":["post-10350","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-blog","tag-management-training","tag-managerial-skills"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>12 telling signs that your new managers need training | Sandler Training<\/title>\n<meta name=\"description\" content=\"When you hire new managers, you are giving these individuals the opportunity to 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