Summary: Stepping into a management role is exciting, but it also comes with challenges that many first-time managers underestimate. Common pitfalls include micromanaging, avoiding tough conversations, neglecting employee growth, and forgetting their own development. These mistakes can negatively impact team morale, productivity, and long-term success. The good news? With self-awareness and the right strategies, new managers can avoid these missteps and build a solid foundation for leadership.
Becoming a manager for the first time can feel like a big milestone—a recognition of your hard work, expertise, and potential. But the shift from being an individual contributor to leading a team is often bigger than most expect. Instead of focusing solely on personal performance, managers must now inspire, guide, and develop others.
Unfortunately, many new managers stumble not because they lack skills, but because they underestimate how much their role changes. Leadership requires a new mindset, better communication, and the ability to balance people with performance. The first year as a manager is often filled with trial and error, but learning from common mistakes can accelerate growth and set the stage for long-term success.
Research shows that nearly 60% of new managers fail within the first two years of stepping into their role due to inadequate preparation and lack of training (Wharton, 2024). Gallup also reports that only 1 in 10 people naturally possess the traits required to manage effectively, such as coaching ability, decisiveness, and relationship-building. These numbers make it clear that while management is rewarding, it requires intentional learning and development to succeed.
Here are 7 Common Mistakes New Managers Make
1. Trying to Do Everything Yourself
One of the first traps new managers fall into is holding onto their old responsibilities instead of stepping fully into leadership. They often continue doing tasks themselves because delegation feels uncomfortable or they don’t trust their team yet. This approach quickly leads to stress, inefficiency, and resentment within the team. The key is to delegate wisely, empower team members with ownership, and focus on the big picture rather than micromanaging the details.
2. Avoiding Difficult Conversations
Conflict and feedback are unavoidable parts of leadership, yet many new managers shy away from them. Whether it’s addressing poor performance or navigating team disagreements, avoiding these conversations only makes problems grow larger. By tackling issues directly and respectfully, managers build trust and demonstrate accountability. Constructive, timely feedback helps employees improve and prevents small issues from becoming major setbacks.
3. Prioritizing Tasks Over People
It’s natural for new managers to focus on deadlines and deliverables, but forgetting the human side of leadership is a costly mistake. Employees who feel undervalued or overlooked often become disengaged, which impacts performance and retention. Balancing performance with empathy is essential. Managers who check in with their team regularly, recognize contributions, and show genuine support foster a healthier and more productive work culture.
4. Lacking Clarity in Expectations
Clear expectations are the foundation of effective management, yet many first-time leaders assume their team already knows what to do. This often results in confusion, duplicated work, and unmet goals. To avoid this, managers must clearly define roles, responsibilities, and success metrics. Using tools like SMART goals and conducting regular one-on-one check-ins ensures everyone stays aligned and accountable.
5. Ignoring Team Development
When managers focus solely on day-to-day tasks, they risk neglecting their team’s long-term growth. Without development opportunities, employees may feel stagnant and unmotivated, leading to higher turnover. Successful managers actively support their team’s professional journeys through training, mentorship, and skill-building opportunities. By investing in development, leaders not only improve team performance but also prepare future leaders.
6. Neglecting Self-Development
A promotion isn’t the end of learning—it’s the beginning of a new phase of growth. Yet many managers stop prioritizing their own development once they step into leadership. Without ongoing learning, they may lack confidence or struggle with evolving challenges. Seeking mentorship, enrolling in leadership training, and asking for feedback are powerful ways to continue growing. Managers who invest in themselves model continuous improvement for their teams.
7. Not Building Relationships with Other Managers
New managers often focus exclusively on their team, forgetting that leadership is also about collaboration across the organization. Working in isolation creates silos, limits innovation, and reduces alignment between departments. Building relationships with fellow managers, exchanging insights, and encouraging cross-functional collaboration helps leaders expand their perspective and strengthens the company as a whole.
Avoiding Mistakes to Become a Stronger Leader
Transitioning into management is one of the most rewarding yet challenging career moves. Mistakes are inevitable, but with self-awareness and the right strategies, new managers can avoid the most common pitfalls. By delegating effectively, communicating openly, valuing people as much as performance, and investing in both personal and team growth, managers can set themselves—and their teams—up for long-term success.
Leadership is a journey, not a destination. The sooner new managers embrace learning, feedback, and development, the faster they’ll grow into leaders their teams respect and admire. Tools like Everything DiSC WorkSmart provide valuable insights into leadership styles and help managers build stronger communication, collaboration, and decision-making skills. For anyone looking to avoid common mistakes and accelerate their leadership growth, it’s a powerful resource to consider.
