You’re familiar with the adage that “People don’t leave companies, they leave managers.” This remains true, because managers are incredibly influential in how people experience their job. The best managers are also passionate about building teams and helping others achieve their career goals.
They’re attracted to the impact they can have as they become responsible for work and deliverables far greater than what they could achieve on their own. People who are drawn to management find themselves inspired by the ability to grow and develop others. Many first-time managers have already enjoyed informal leadership by helping out as a new hire buddy, mentoring an intern, or leading projects. The new interpersonal and problem-solving skills managers have to learn will benefit them both at work and in other parts of their lives too. Skills like communication, delegation, and trust-building become as important, and arguably more important even, than the technical skills that made them successful to begin with. New managers will have to trade off being the best technician (for example) as they learn to work through others. Being an excellent engineer, for example, does not necessarily put you on the track to become an Engineering Manager. Today though, becoming a manager is a choice and one that people often have to work hard to achieve. Management to some represented an impressive title and higher salary. What attracts people to management? In the past, managing a team was often the logical (or only) next step toward career progression.
What if you could find multiple, meaningful ways to celebrate new managers starting the very day they get promoted? In addition to recognition, giving managers the tools they need to do the job well helps to both celebrate their accomplishments and set them up for long-term success. Becoming a people manager is a big deal, but too often people make the transition from individual contributor (IC) to manager with little fanfare.
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