Stepping into a managerial role for the first time is a big milestone, but it often comes with a steep learning curve. One day you’re focused on completing your own tasks, and the next you’re responsible for guiding a team, making decisions, and delivering results through others. This sudden shift can feel overwhelming, especially when you’re expected to lead people who were once your peers.
As you adjust to this new role, a new set of challenges quickly emerges. New managers often struggle to find their authority, delegate tasks effectively, and motivate team members with different personalities and expectations. While these challenges are completely normal, leaving them unaddressed can affect team performance, trust, and morale over time.
In this blog, I will show you the 7 most common challenges faced by first-time managers. More importantly, I will share practical guidance to help you handle each situation with confidence.
7 common new manager challenges and how to handle them
If you have recently promoted as a new manager, below are some of the most common problems that you may experience, along with tips for solving them:
1. Adjusting to a position of authority
When you step into a managerial role, it’s often the first time you’ve had formal authority at work. The change can feel uncomfortable, especially if you’re now managing people you once worked alongside as peers. Assigning tasks or giving constructive feedback may feel awkward at first, and you might worry about how your team will respond. Learning to accept and grow into this authority is one of the earliest challenges you’ll face as a new manager.
How to handle it
- Accept your new role: Authority comes with the position, not permission. Acknowledge that leading is now part of your responsibility.
- Focus on the work, not the person: When giving feedback, tie it to goals, outcomes, and standards rather than personal traits.
2. Balancing managerial and non-managerial responsibilities
When stepping into a managerial role, you are expected to lead a team while still handling individual responsibilities. On one hand, you are responsible for planning work, delegating, and making decisions. On the other hand, you are still completing hands-on tasks, meeting deadlines, or contributing as an individual contributor. Performing both roles can quickly become overwhelming, especially when urgent work pulls your attention away from people management.
How to handle it
- Clarify your priorities: Recognize that managing people and outcomes is now a core part of your role, not a side task.
- Plan your time intentionally: Block time for managerial responsibilities like check-ins, reviews, and planning, alongside focused time for individual work.
3. Delegating tasks effectively
As a new manager, delegating tasks can feel risky. You’re expected to match the complexity of work with each team member’s skills and experience, and a wrong call can lead to missed deadlines or compromised outcomes. Moreover, it’s common to hesitate, especially when quality is ultimately your responsibility. You may also find it hard to trust that someone else can meet your standards, which often leads to holding on to too much work yourself.
How to handle it
- Understand your team’s strengths and limits: Before delegating, take time to know what each team member does well and where they may need support. This helps you assign tasks more thoughtfully and set realistic expectations.
- Treat mistakes as part of learning: Delegation won’t always go perfectly, and that’s okay. When someone makes a mistake, focus on guidance and improvement rather than criticism. Showing trust and offering support helps your team grow and builds confidence over time.
4. Motivating team members
A team consists of people with different personalities, goals, and working styles, and motivating them requires more than a one-size-fits-all approach. Some team members may be driven by growth opportunities, while others are motivated by recognition, meaningful work, or flexibility. Understanding what motivates each individual can be challenging. Without the right motivation, even capable team members may
How to handle it
- Understand individual motivations: Take time to learn what drives each team member, whether it’s growth, recognition, flexibility, or rewards.
- Recognize effort and progress: Acknowledge achievements regularly, even small wins, to keep morale high.
5. Managing team performance
As a manager, you are responsible not only for your own performance but also for the entire team’s performance. Your success is now measured by how well the team delivers results together. This shift can be challenging for you, as you must rely on other work, manage diverse working styles, and ensure everyone is moving in the same direction toward shared goals.
How to handle it
- Set clear expectations early: Make sure everyone understands what success looks like and what is expected of them.
- Check in regularly: Stay connected with your team to understand progress and address issues before they grow.
6. Handling and resolving conflicts
Conflict is unavoidable in any workplace, no matter how well you plan things. As a manager, how you respond to conflict determines whether it becomes a roadblock or an opportunity for growth. One thing is for sure here: Ignoring issues or allowing them to escalate can harm team relationships, reduce productivity, and create a negative work environment.
How to handle it
- Address conflicts early: Don’t wait for small issues to grow into bigger problems. Timely conversations help prevent misunderstandings from escalating.
- Encourage open communication: Create a safe space for team members to express concerns and offer solutions. Instead of assigning blame, guide the conversation toward a resolution that benefits all parties.
7. Building credibility and earning respect
Earning your team’s trust and respect, especially if you become a manager recently, can be a tough challenge. While team members may acknowledge your new position, building their genuine confidence in you as a leader takes time. Respect isn’t automatically granted. It’s something you earn through consistent actions, fairness, and reliability.
How to handle it
- Lead by example: Everything starts with you. So, before expecting any kind of behaviour, you should first demonstrate what you expect from them.
- Actively listen to them: Listening and learning from your team can help you gain respect, as employees appreciate leaders who are open to feedback and continuous improvement.
Conclusion
There are many challenges that, as a first-time manager, you may face. Perhaps you may struggle with delegating tasks or communicating clearly with team members. Maybe building trust takes longer than expected, or handling conflicts feels uncomfortable at first. However, learning to navigate these challenges is critical not just for your own success but for your team’s growth and the organization’s overall performance. With time, awareness, and the right approach, new managers can turn these challenges into opportunities to become effective and confident leaders.Leadership challenges
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