How to Navigate the Challenges of Being a New Supervisor with Confidence

How to Navigate the Challenges of Being a New Supervisor with Confidence
The challenges of being a new supervisor can be overwhelming to those transitioning into a supervisory role for the first time. Being a new supervisor marks a significant shift from being an individual contributor responsible for your own work to becoming a supervisor responsible for leading, managing, and coaching others. While transitioning and first-time managers are usually excited to be promoted, we know from people manager assessment data that effectively leading others is not easy.

Top 5 Challenges of Being a New Supervisor
Understanding the common challenges of being a new supervisor can help individuals navigate the shift from “me” to “we.”

1. Shifting from Peer to Boss

   The Challenge
   One of the greatest challenges of being a new supervisor is the shift in power dynamics. When you move from being a peer to a supervisor, the relationships with your former colleagues tend to change because you are now responsible for their performance. This can create tension and make it difficult to maintain the same level of camaraderie that existed before.

   What to Do
   This shift from peer to boss requires a delicate balance between (1) Charting a clear strategic direction, (2) Holding the team accountable, and (3) Maintaining a healthy workplace culture that increases employee engagement and retention. Focus on establishing clear and agreed upon team norms as well as team goals and accountabilities to navigate this challenge smoothly.

2. Navigating New Supervisor Responsibilities

   The Challenge
   We know from new manager training participants that new supervisors must get their won wok done while also being accountable for their team’s performance, development, and well-being. Being a player-coach at work is not easy. The pressure to deliver team-based results while simultaneously supporting your team’s career growth and development can be overwhelming.

   What to Do
   Effective supervisors develop and utilize a range of leadership skills, including communication, delegation, influence, decision making, time management, and team chartering. Ask for help in these areas if you feel like you are unprepared or falling behind.

3. Dealing with Uncertainty

   The Challenge
   Moving up in the organization often comes with an increased sense of ambiguity and uncertainty. Company strategies are often less clear than previously thought, and it is hard to know if you are making the right decisions in the right ways. Unlike individual contributors whose success is often directly measurable, supervisory success is measured by overall team performance, engagement, and retention over time.

   What to Do
   To combat this uncertainty, new supervisors should actively seek consistent and honest feedback from three key stakeholders whenever possible: (1) Their boss, (2) Their team, and (3) Their peers. Remember, having a leadership mindset and focusing on continuous learning is a sign of leadership strength, not weakness.

4. Balancing Accountability and Empathy

   The Challenge
   As a supervisor, you are responsible for striking a critical balance between holding your team accountable while being an empathetic and understanding leader. Too much emphasis on accountability can lead to a rigid and fearful and overly political work environment, whereas too much empathy can result in a lack of discipline and productivity.

   What to Do
   Effective supervisors set clear performance expectations and provide frequent feedback. They actively listen to their team’s concerns and provide support when needed. To help their team to perform at their peak, they adapt their leadership style to different situations, tasks, and individuals.

5. Feeling Supported

   The Challenge
   Lastly, the role of a supervisor can be isolating. We know from our organizational culture assessment research that new supervisors often feel less connected to their peers as performance pressure intensifies. Building a reliable support network is crucial for new supervisors to feel supported as they navigate leading, managing, and coaching their teams.

   What to Do
   High performing managers actively seek out mentors, peers in similar roles, and professional development. Having a supervisor support network allows new people managers to share experiences, seek advice, and gain different perspectives on the challenges they face.

The Bottom Line
Becoming a new supervisor can be challenging and rewarding. The transition to people manager involves navigating changes in relationships, mastering new responsibilities, dealing with uncertainty, balancing accountability, and empathy, and building a support network. By understanding these challenges and seeking the right support and resources, new supervisors can develop the skills and confidence needed to lead their teams effectively and achieve long-term success.

To learn more about the challenges of being a new supervisor, download Do You Have High Performing Managers? The 4 Management Metrics that Matter Most