1. Understand your team’s role in the company

If your first managerial role is with a new company, your first order of business should be to figure out how your team fits into the overall operation. When you know your place in the organizational structure, it’s easier to build connections and effectively lead your team to support project, departmental and company goals.

Start by surveying past projects. Is your group’s primary role to support other departments, or will you be leading the charge on various projects? It’s also helpful to determine if you’ll be collaborating or working independently.

Then, identify key relationships you need to help the team succeed. If you’re in charge of the digital marketing team, for example, you’ll probably want to start getting to know people in sales, product development and programming.

2. Balance recognition and criticism

Great first-time managers strike a careful balance between praising employees for their work and offering constructive criticism to help them grow. As you find your footing, try these tips:

• Provide feedback quickly: Whether it’s positive or negative, timely feedback helps employees make efficient adjustments.
• Be specific: Clear details let employees know exactly what you want to change or encourage.
• Pay attention to your tone: An aggressive or accusatory tone can put your employees on the defensive. Instead, frame negative feedback in a constructive way.
• Aim for equality: Make sure to distribute employee recognition and criticism equally among the team. You’ll avoid playing favorites and show that you’re paying attention to everyone.

There’s no need to offer praise and criticism in equal measure; in fact, employees might find it easier to take negative feedback when they know how much you appreciate their work. To avoid sounding insincere, try for a mix of small, in-the-moment compliments, public recognition and rewards for major accomplishments.

3. Observe and adapt

Communication is a big part of managing a team, but every employee responds differently. Some people prefer direct, frank feedback; others need a bit of sugarcoating. The same goes for employee recognition — while public praise might thrill the extroverts on your team, it might make shy employees want to hide.

You don’t have to adopt a completely different managerial style with each employee. Small adjustments can go a long way toward getting the best performance from your team.

Before you can adapt your communication strategies, you’ll need to build a relationship with each person. Doing so requires careful observation, attentive listening and a certain amount of trial and error.

As you get to know your team members, ask yourself:

• How do they respond to different modes of criticism and praise?
• How much information do they need to start a project with confidence?
• Do they thrive when left to work independently, or do they need regular reassurance and guidance?

4. Embrace employee feedback for first-time managers

Successful managers know how to give feedback, but more importantly, they know how to receive it. When you’re trying to prove yourself as a first-time manager, it can be intimidating to admit that you don’t know everything. The process requires both humility and self-awareness — but done effectively, it builds trust, shows workers that you respect their expertise and opens up a world of new ideas.

To encourage open communication, start with a few simple steps:

• Listen attentively when employees give their input
• Ask questions when you need more information
• Seek input from employees with specialized experience and knowledge
• Don’t react defensively to feedback

Of course, it’s not enough to simply accept feedback gracefully — you must also take action. When your team sees that you’re taking its input seriously, it’s more likely to have the confidence to offer new ideas. Over time, this can create a culture of innovation that boosts productivity and drives performance.

5. Be a consistent presence

When you’re nervous about a new manager job, it can be tempting to take refuge in your office. Instead, make an effort to maintain a consistent, visible presence. The more time you spend with your employees, the more opportunities there are to have casual conversations, build rapport and become a part of the team.

While you’re at it, start scheduling individual meetings with employees. One-on-one sessions give you a chance to ask about each person’s goals and challenges; that way, you know exactly how to support them.

6. Ask for advice

Company leaders and experienced managers are a wealth of information — and chances are, they’ll be happy to share it. Asking for advice is a way to create powerful educational opportunities. Plus, by deferring to the expertise of more experienced managers, you’ll demonstrate that you respect their years of service and value their hard-earned insight.

Not sure how to break the ice? Think of a specific question, and set up a short meeting. You might ask for suggestions for dealing with a challenging employee, for example, or seek recommendations for the best professional development programs. It may be helpful to add a bit of praise to the request: “I’ve noticed that your team consistently delivers innovative solutions. Do you mind sharing how you encourage out-of-the-box thinking?”

When your mentors see that you’re serious about implementing their advice, you might find that they’re willing to offer insider tips for management and navigating company politics.

7. Focus on learning and development

Change is inevitable for managers. Whether you’re working in engineering or human resources, new technologies, programs, trends and market forces can affect your role.

For new managers, it’s all too easy to neglect your own professional development as you help employees grow. By setting aside time to read up on industry news, monitor competitors and explore the latest tech developments, you’ll be better positioned to lead the team effectively.

Skill-building is another important element of leadership. First-time managers aren’t expected to have all the answers, but you do need to know enough to lead employees. At a minimum, you should have at least a baseline understanding of each person’s function. If you work with programmers, consider taking a basic coding course; that way, you can speak their language, understand their role and advocate on their behalf.

8. Practice conflict resolution

When team members work closely together, conflict is inevitable. As the manager, you’re responsible for finding a solution. Whether you’re resolving disputes between employees or dealing with incivility in the workplace, conflict resolution skills are a must.

Don’t worry if you’re not an expert; learning how to manage conflict takes time and experience. Start by keeping an eye out for changes to productivity, attitudes, communication or the quality of work. Sudden shifts can indicate that there’s trouble brewing between your employees. Other warning signs include an increase in call-outs or a pattern of complaints. If you can address the problem before it escalates, it’s possible to avoid serious fallout.

Sometimes, conflict happens without warning. When you’re acting as a mediator, these new manager tips can help you navigate the situation:

• Give everyone a chance to speak
• Identify the underlying reasons for the conflict
• Acknowledge the emotions involved
• Don’t assign blame
• Direct the discussion toward practical solutions
• Aim for compromise, but understand that it’s not always possible
• Align your final decisions with the organization’s goals and values

Tension is inevitable in the workplace; the sooner you develop conflict resolution skills, the easier it is to solve problems and get your team back to normal.