What are the things that new managers worry about when they are promoted to a managerial role?

Supporting new managers

One of the least taught skills in business and management is how to manage people effectively, and so many new managers either worry about getting things wrong or follow bad habits from managers they have known and worked for.

When I deliver training to managers they often fall into two sides, those who are afraid and so do nothing, and those who feel that being a manager involves being hard and strict.

Too many times, have I heard from managers who say that they feel they are too soft on their team and that they need to be harder.

This feeling of the need to manage through fear and with a stick comes from days gone by when that style of management was accepted and expected. Managing people in 2026 is different and requires a different set of skills and this is only going to become more obvious and necessary as the generations of working age people change.

So, what are the key issues that new managers raise……

1. The fear of having difficult conversations

This is absolutely the number 1 issue for new (and existing/experienced) managers, and is, in my experience, at the root of 99% of issues that arise in the workplace.

New managers worry about addressing poor performance, inappropriate behaviour, attitude problems, lateness and conflict.

What they need: Practical techniques for giving feedback, structuring difficult conversations and knowing what to say.

2. Managing sickness absence

So many managers are unsure of what they can and cannot do or say when someone is unwell or unable to work due to sickness.

For the most part managers want to be supportive but often worry about asking inappropriate questions, maintaining confidentiality, making adjustments and balancing compassion with business needs.

What they need: Guidance on sensitive conversations, appropriate support, reasonable adjustments, absence management and when to seek specialist assistance.

3. Managing former colleagues and setting appropriate boundaries

Often managers are promoted within a team and then suddenly find themselves managing their former colleagues. This can lead to lots of issues of confidence and understanding how to manage the situation, particularly when something goes wrong.

What they need: Confidence in setting expectations, delegating, maintaining professional boundaries and treating people consistently, and understanding that it is not about being ‘too soft’ or ‘too strict’.

4. Managing poor performance

The management of conduct issues, whilst it can be tricky for new managers, is often easier as it is usually ‘black and white’ and the lines of appropriate conduct are drawn clearly for all to understand. The issue for managers arises when poor performance or capability needs to be managed.

The problems come from a lack of clear guidance on expected performance levels and a lack of tangible measures, meaning managers know when someone is not performing but can find it difficult to quantify or manage appropriately.

What they need: A straightforward framework for setting expectations, giving feedback, supporting improvement and escalating concerns appropriately.

5. Understanding employment law and avoiding mistakes

With the pace of change and constant threat of a potential legal claim many managers are afraid that they may find themselves facing disciplinary action if they act contrary to employment law or internal procedures. This can lead to inaction and problems inevitably snowball.

Issue around sickness, disability, discrimination and family friendly rights are the biggest concerns for managers.

What they need: A practical understanding of their legal responsibilities, the warning signs to recognise and when to involve HR or seek advice.

The key to successful management is Training & Communication

We offer a variety of training options for employers and can tailor our training to your organisation and managers experience levels.

Training options available include:

In person training for managers – ½ day in person for up to 20 people – £1000 plus VAT  (venue to be arranged by you)

In person training for managers – 1 day in person for up to 20 people – £2000 plus VAT  (venue to be arranged by you)

Interactive online training for managers – ½ day for up to 20 people – £750 plus VAT

Webinar training for managers – live lecture based (limited interaction) – 90 minutes for up to 50 people – £350 plus VAT

If you would like more information about how we can support and empower your managers to be better managers, please do not hesitate to get in touch alison@realemploymentlawadvice.co.uk or 01983 897003.