Why first-time managers often fail and how to set them up for success 

Why first-time managers often fail and how to set them up for success 

Stepping into a management role for the first time is a big career milestone. It’s also one of the most challenging transitions an employee can face.  

In fact, according to research from CEB Global, 60% of new managers fail within the first 24 months in their new role. 

While first-time managers are often promoted for their strong individual performance, the skills needed to lead others successfully are very different from those required to excel in a non-managerial role. 

Without the right preparation and support, many new managers find themselves overwhelmed, underprepared, and at risk of failure, which can impact team morale, productivity, and retention. 

Why do first-time managers struggle? 

Moving from an individual contributor role into a leadership position can be daunting. The shift isn’t just about taking on more responsibility; it’s about adopting an entirely new mindset.  

Here are some of the most common challenges first-time managers face: 

• Lack of experience 

Without prior people-management experience, new managers can feel unprepared for the realities of leading a team.  

Managing performance issues, having difficult conversations, and handling conflicting personalities require confidence and diplomacy – qualities that often develop only with practice. Without guidance, this steep learning curve can quickly feel overwhelming. 

• Insufficient training 

Being excellent at a job doesn’t automatically make someone an excellent leader. Many businesses promote high performers without equipping them with the skills to lead others.  

Leadership requires competencies such as coaching, delegation, emotional intelligence, and the ability to inspire a shared vision – all of which need to be learned and developed through management courses, 1-2-1s, and ongoing training. 

• Unclear expectations 

If the goals, boundaries, and priorities for a managerial role aren’t clearly defined, new leaders may feel pulled in too many directions.  

This lack of clarity can lead to frustration and inefficiency, making it harder to focus on both their own responsibilities and their team’s performance. 

• Pressure to perform 

New managers often find themselves trying to prove their worth by excelling in their previous role and in their new leadership role at the same time.  

This dual burden can lead to long hours, high stress, and ultimately burnout. Over time, this pressure can diminish both their own productivity and their team’s morale. 

How can businesses set new managers up for success? 

The good news is that the challenges first-time managers face aren’t inevitable. With the right support, they can quickly develop into capable leaders who drive team performance and contribute to the long-term success of your business. 

Read on for practical ways to equip new managers with the tools, guidance, and confidence they need to thrive from day one. 

Provide targeted training 

Leadership isn’t something people simply “pick up” on the job. Structured management training which covers essential areas such as communication, delegation, conflict resolution, and team motivation gives managers a solid foundation to build on.  

This investment not only strengthens their individual capabilities but also improves team productivity and retention. 

Offer mentorship and peer support 

Pairing a first-time manager with an experienced mentor creates a safe space for guidance, reassurance, and honest feedback.  

Mentorship helps bridge the gap between theory and real-world application, while regular peer discussions enable managers to share insights, compare challenges, and learn from one another’s experiences. 

Set clear goals and expectations 

Ambiguity can derail even the most promising leader. By defining what success looks like, from measurable business targets to expected leadership behaviours, you remove uncertainty and help managers focus their efforts where they’ll have the most impact. 

Encourage feedback and reflection 

Creating a culture where managers feel comfortable seeking feedback and reflecting on their performance promotes continuous growth.  

Encouraging them to act on this feedback builds resilience and adaptability, both crucial for long-term success. 

Recognise and celebrate progress 

Acknowledging milestones, whether large or small, reinforces positive behaviours and keeps morale high.  

Public recognition also sends a clear message to the wider business that developing leaders is valued and rewarded. 

Build stronger leaders with The Apprenticeship College 

When first-time managers are supported from day one, they’re more likely to build trust with their teams, improve performance, and contribute to a positive workplace culture. Businesses benefit from stronger retention, higher engagement, and a pipeline of future leaders. 

At The Apprenticeship College, we specialise in developing the skills that new managers need to succeed, from leadership and communication to problem-solving and team motivation.  

Our tailored management training programmes combine practical learning with real-world application, ensuring your future leaders have the confidence and capability to thrive. 

Whether you’re looking to upskill an individual or roll out training across your organisation, we can help you create a strong foundation for long-term success.