Stepping into a leadership role for the first time is both exciting and challenging. As a new manager, you’re no longer just responsible for your own performance, you’re now guiding a team, setting goals, and shaping workplace culture.
If you’re a first-time manager and feeling a mix of excitement and anxiety, you are not alone. Many new managers wonder the same thing: How do I lead a team when I have never done it before? How do I learn to delegate and flip the switch from being an individual contributor to a manager?
The good news is that you do not need to be perfect. But you do need to be prepared and present. Whether you’ve been promoted internally or hired into a leadership role, this new manager guide will help you build confidence and lead with purpose.
Below, we uncover seven management tips for new managers that outline how you can quickly make a positive impact in your new role.
1. Shift Your Mindset from Contributor to Leader
One of the biggest transitions for a new manager is learning to lead rather than do. You may be tempted to jump in and solve problems yourself, especially if you were recently part of the team. But your role now is to empower others, delegate effectively, and focus on the bigger picture.
In Canadian workplaces, where collaboration and inclusivity are highly valued, this means creating space for team input and encouraging diverse perspectives. Trust your team’s abilities and support their growth.
2. Build Relationships and Earn Trust
Many people ask this: What is the first thing a new manager should do?
The simple answer? Get to know your team.
Strong relationships are the foundation of effective leadership. Take time to get to know your team members, their strengths, challenges, and career goals. In Canada’s multicultural work environment, showing cultural awareness and respect goes a long way in building trust.
Schedule regular one-on-one check-ins, be transparent in your communication, and follow through on your commitments. Schedule weekly team meetings that bring the group together to discuss projects, challenges, successes and team updates. Be curious. Listen carefully. Listening builds trust and shows your team that you value their input.
Another key tip for new managers: Don't just focus on understanding what your team does in their day-to-day work. Take the time to get to know them as a person. Discover their interests and be open to learning about them personally, not just professionally. Try to find common interests that can provide a human connection, not just a working relationship. Be authentic and understand that earning trust and building these relationships, both personal and professional, takes time.
3. Set Clear Expectations Early
One of the most important things a new manager can do is establish clarity from the outset. When team members understand what’s expected of them, what success looks like, how their work contributes to broader goals, and how they’ll be evaluated, they’re more likely to stay engaged and aligned.
Start by clearly defining roles and responsibilities. Don’t assume your team knows what you expect just because they’ve been in their roles for a while. Take time to walk through each person’s core responsibilities (see step 2 above) and how they connect to team and organizational objectives.
Use SMART goals (Specific, Measurable, Achievable, Relevant, Time-bound) to help your team focus and prioritize. For example, instead of saying “improve client response times,” say “reduce average client response time from 24 hours to 12 hours by the end of Q3.”
Also, clarify how you’ll communicate and collaborate as a team, whether that’s through weekly check-ins, shared project tools, or informal chats. Setting these norms early helps avoid confusion and builds a culture of accountability.
By setting clear expectations early, you create a strong foundation for trust, performance, and team cohesion which are all key ingredients for success as a new manager.
Before you dive into your new manager role, brush up on five key mistakes every new hire should avoid.
4. Learn to Give (and Receive) Feedback
As a new manager, feedback is one of your most powerful tools but it needs to be delivered thoughtfully. Make it a regular part of your team’s workflow, not just something reserved for performance reviews. Aim to be specific, timely, and focused on behaviours rather than personal traits. For example, instead of saying “You need to be more organized,” try “Let’s look at ways to streamline how you track project deadlines.”
Equally important is your ability to receive feedback. Invite your team to share how you can better support them, this shows humility and a willingness to grow. A simple question like, “What’s one thing I could do differently to help you succeed?” can open the door to valuable insights and build trust.
Don’t forget to recognize wins too. Positive feedback reinforces good habits and raises employee morale. A quick “Great job on that client call” or “Thanks for stepping up this week” can go a long way in creating a motivated and engaged team.
5. Seek out management training opportunities
Take advantage of any management or leadership training opportunities within your organization and set aside time each week to complete the available training. If you're unsure where to find management training opportunities, ask other new managers or your team leader to share training resources with you. Also consider external resources, such as LinkedIn Learning or Coursera. In addition, connect regularly with other new managers. This offers the chance to lean on each other for support, share ideas and problem solve. As your career grows, you can pay it back by offering to serve as a mentor for new managers in the same position you are in now.
At the same time, emphasize the value of continuous learning with your team. Doing so demonstrates your commitment to your team's personal development and career growth, which can also be a crucial factor in building successful teams and retaining top talent.
6. Stay Curious and Keep Learning
No one expects you to have all the answers on day one. The best new managers are those who stay curious, seek out mentorship, and invest in their own development.
Consider joining a leadership development program or connecting with other managers through professional associations like the Human Resources Professionals Association (HRPA) or your local Chamber of Commerce. These networks can offer valuable insights and support.
7. Empathetic Leadership Starts with You
One of the most powerful things you can do as a new manager is reflect on your own experience as a direct report. Think back to the leaders who brought out the best in you. What did they do that made you feel supported, trusted, and empowered? Did they give you space to grow, have your back during tough times, or treat you with respect? Now ask yourself: are you showing up in those same ways for your team?
Empathy and inclusion aren’t just buzzwords; they’re essential new manager qualities in today’s Canadian workplace. Your team may come from diverse backgrounds, have different communication styles, or face unique challenges. Managing a team isn’t about having all the answers. It’s about being the kind of manager you would want to work for, someone who values people, builds trust, and leads with intention. Leading with empathy means listening actively, being flexible, and creating an environment where everyone feels safe to contribute.
Bonus tips: Dos and don'ts for new managers
Whether a new manager, or a part of the leadership team, every leader has a unique style, and that's a good thing. As you settle into your role, use these dos and don'ts for new managers as a quick reminder of how to stay on task:
DO:
Build relationships before driving results – Trust takes time and is the foundation of any high-performing team.
Ask more questions than you answer – Be curious, not just directive. The more you learn, the better you'll lead.
Support your team's growth – Whether it's recommending training or encouraging a stretch project, show your team you care about their career.
Be consistent – Your team needs to know what to expect from you in terms of how you communicate, provide feedback and show up every day.
Lead with empathy – Everyone's juggling something, and great managers lead with understanding, not assumptions.
DON'T:
Rush to prove yourself – You don't need to make significant changes right away to show you're in charge.
Try to be everyone's best friend – It’s important to be friendly and approachable, but your focus should be on leading with clarity and confidence rather than trying to please everyone.
Ignore minor issues – Avoiding tough conversations only creates bigger problems down the road.
Assume your old job is still your job – Step back. Delegate. You are no longer an individual contributor. Your success now depends on helping others succeed.
Pretend to have all the answers – It's OK to say, "I don't know, but I'll find out."
Becoming a new manager is a journey, not a destination. You’ll learn through experience, make mistakes, and grow along the way. By focusing on trust, communication, and continuous learning, you’ll build a strong foundation for leadership success.
Remember: You don’t have to do it alone. This new manager guide is just the beginning. Keep learning, listening and showing up. That's how managers grow and develop teams and individuals that succeed. And how you go from a new manager to a successful manager.
