LME 052 – Stop Throwing New Managers Into The Deep End
Today’s post is all about onboarding new managers and why it so often goes wrong.
Let me ask you this: Would you just install and hope for the best if you were putting €100,000 into a new machine for your company?
Of course not.
You would review every detail.
You would make sure it integrates into your processes. You would train your personnel. You would work out exactly how to achieve the best return on your investment.
And yet… many companies bring in a new manager: A person responsible for leading a team, making big decisions, and shaping the company culture and they barely prepare them at all.
That’s a problem. And that’s what we’ll unpack today.
Why does onboarding managers matters?
Hiring a manager is a big investment. When it goes wrong, it doesn’t just waste time and money it affects the whole team. Productivity declines. Good people leave. And, often, high performers leave first, because they won’t work for bad leaders.
Worse, one out of three new managers crashes and burns within the first year. Either they lose their jobs, or they just get stuck and never really come into the job.
Now how can we avoid that
We need a real onboarding process for managers. Let’s take a look at what typically goes wrong and how you can fix it.
Problem 1: Expectations are unclear
Most new managers don’t really know what’s expected of them. Sure, they have a job title. But what KPIs are they responsible for? What leadership style is expected? How much freedom do they actually have?
If you’re the business owner or their supervisor, take time – ideally on day one – to have a deep conversation.
Share your business vision, how you work, and where the company stands currently. Talk about expectations. What are your top priorities? How do you prefer to be updated? What style of communication works best?
And don’t stop there. Meet regularly – at least weekly at the beginning. Trust is built over time. One-on-ones are where real onboarding happens.
Problem 2: The team doesn’t trust the new manager
Especially if the new leader is an outsider to the firm, employees can be skeptics. They might fear gratuitous change or that this person doesn’t understand the culture.
Here’s what works: The new boss must sit down with each member of the team individually. And more than talk – listen. Ask questions like:
What’s your job?
What are you proud of?
Where do you think there’s room for change?
What do you need from your manager?
When they are being listened to, employees start to trust.
Problem 3: No onboarding resources
The majority of managers must figure everything out for themselves—tools, processes, who’s who – because there is no official onboarding. Sometimes there is not even a good handover from the previous manager.
You can fix this by assigning a mentor – someone at the company who knows the ropes and can give answers and background. That assistance makes a huge difference in that first 3 to 6 months.
Problem 4: Unrealistic expectations from the top
The majority of business owners expect the new manager to hit the ground running. But leadership doesn’t function that way. They need to learn the team, build trust, and grow into their new role – especially if it’s their first leadership position.
Give them space to learn.
And here’s one tip you can pass along to them: recommend that they keep a leadership diary during the first 90 days. It’s a great way to reflect on what’s working and what needs to shift.
Problem 5: No leadership training
In many small businesses, leadership is treated like common sense
“You either have it or you don’t.”
That’s a dangerous myth.
Just because one was a great specialist that doesn’t mean he or she know how to manage.
If you never learned how to delegate, give feedback, or develop your people – you will hurt. That’s why leadership needs to be taught. It’s no longer a luxury. Not in today’s job market.
The solution: Give your new managers a proper kickstart.
Leadership Crash Course
Our Leadership Crash Course gives your new managers everything they need to lead with confidence, clarity, and impact – right from day one.
In just a few weeks, they will learn:
- How to delegate effectively
- How to hold one-on-one meetings that truly engage your team
- How to give feedback that motivates, not frustrates
- And how to build trust and accountability without micromanaging
This isn’t theory. It’s practical, proven leadership for real-world results – designed especially for new managers in small and medium-sized businesses.
🔗 Get early access and our best price here!
Don’t wait to help your managers to become the leader your team deserves.
Final Thought:
Let’s stop making leadership an afterthought. You wouldn’t put six figures into a machine without a strategy. Why take a chance on your leaders?
As Jack Welch once said:
“Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.”
