The First Time Manager frustrated 40% of female workers at work – A research study
What adds to the concern is the possibility that the first-time managers could act as an obstacle to the company's initiatives aimed at narrowing the gender gap.
The First Time Manager compelled 40% female workers to quit – A research study and how to fix?
It should come as no surprise that working for inexperienced supervisors can be challenging. One explanation is that these new managers frequently assume their roles without any training at all. Additionally, very few businesses offer their staff members a systematic leadership coaching program.
In light of this circumstance, a study by Oji Life Lab and Harris Poll revealed that 20% of American workers experienced sleep-related difficulties when managed by a rookie manager.
This percentage increased to over 50% among women. The possibility that new managers could undermine an organization’s efforts to close the gender gap is especially concerning. According to the survey, just 29% of men and 40% of women who responded said that first-time supervisors increased their propensity to think about leaving their positions.
The most recent Women in the Workplace research, backed by LeanIn.org and carried out by McKinsey & Company, found that the number of women leaders leaving corporate America has significantly increased. This trend is caused by a number of complicated reasons in addition to just personal and economic concerns.
Why First-Time Managers Make Female Employees Want To Quit?
Being a first-time boss may be both exhilarating and worrisome. With the excitement of the first-time manager, firms prepare new managers by giving formal training, coaching, and mentorship programs to help them become outstanding managers. The reasons and causes are listed below.
Not proficient in Conflict management
It is not uncommon for new managers to be unwilling to deal with disagreement. They frequently find themselves managing former colleagues, which can be difficult. Setting healthy boundaries can be difficult if you are friends with your direct reports or are used to socializing outside of work. In that situation, it’s a good idea to meet with your supervisor informally early on to discuss your working relationship and areas where you require assistance. You’ll be able to reach an agreement on how to balance the manager/direct report dynamic.
Lack of decisions Making capabilities
Inexperienced managers have no idea what it’s like to make decisions under constant pressure. They are naturally risk-averse and may put off making decisions for fear of making the wrong choice. It’s possible that your employer is suffering from analytical paralysis. If this is the case, assist them in sorting through the material. By serving as a sounding board, you strengthen your position as a vital team member.
Incapable to run productive meetings
Incapable to Handle difficult situations
Employees are typically promoted to management positions based on their performance as individual contributors. Their technical ability is what gets them the job. However, new managers aren’t used to forming teams or focusing on the big picture. When coping with a difficult coworker or budget concerns, anxiety sets in. Make it a point to move initiatives along whenever possible if your rookie supervisor is in over their head. Keep your management informed and inquire where they need help. Because new managers are frequently hesitant to seek for assistance, your offer of assistance will be greatly welcomed.
Incapable to Providing quality feedback
According to a Harvard Business Review survey, 44% of managers find it unpleasant or difficult to provide negative criticism. Giving feedback might be especially difficult for new managers. Instead, they sit back and hope that the behaviors or situations would improve over time. Unfortunately, the majority of the time, problems deteriorate. If your new boss is having difficulty offering feedback, manage up. Regularly meet with your manager and ask open-ended questions regarding your performance. If they still refuse to provide you with the information you require, seek feedback from colleagues or other individuals in the organization whom you respect.
The AceUp study also revealed particular areas where new managers might improve their abilities. The good news is that all of these abilities can be learned and practiced.
1. Improve way of communication
When it comes to dealing with problems, first-time managers are often apprehensive. They frequently find themselves in the position of managing colleagues who were once peers, which can lead to difficult circumstances. Setting clear and appropriate boundaries can be difficult, particularly if you have close friendships with your direct reports or a history of socializing outside the office.
In such cases, it’s best to have an official meeting with your boss early on in your managerial career to discuss your professional relationship and identify areas where you may need direction or support. This proactive approach enables both parties to reach an agreement on how to keep a balanced manager-direct report dynamic.
2. Coach managers to handle pressure
First-time managers may be unfamiliar with making frequent high-pressure choices. They tend to be cautious and may put off making decisions because they are afraid of making mistakes. Overthinking may cause your supervisor to get immobilized in some situations. In such cases, offering aid in sorting through information can be advantageous. You strengthen your status as a useful member of the team by acting as a sounding board.
3. Develop Feedback strategies for emerging managers
Giving feedback can be especially difficult for people who are taking on their first managing roles. In such scenarios, they frequently take a passive approach, believing that harmful behaviors or situations may change spontaneously over time. Unfortunately, this strategy frequently leads to a worsening of the problems. If you notice that a new manager is having difficulty providing feedback, you should take a proactive approach.
Engage with your superior on a regular basis and initiate discussions about your performance using open-ended inquiries. If you are still unable to obtain the essential feedback, consider soliciting opinion from coworkers or other recognized people inside the organization. Transitioning into the job of a first-time manager may be both exciting and intimidating. Companies should help new managers by providing formal training, coaching, and mentorship programs rather than throwing them into the difficulties of their new role.
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