It’s a familiar story at start-ups – one day you’re an individual contributor focusing on your own projects and expertise. The next, you’re rapidly promoted to manage a team, department, or the whole company without any formal management education or experience.
This trial-by-fire, learn-on-the-fly approach to rising up the startup ranks can leave many new managers feeling unprepared, overwhelmed, and make them prone to missteps when thrust into leadership overnight.
Without prior training on critical skills like goal setting, performance management, coaching, and team dynamics, new startup managers often find themselves drowning without a paddle. Nagging questions start flooding your mind: How do I provide effective direction and guidance when I’ve never been a manager before? How do I avoid major blunders early on that damage team trust and morale? How can I quickly get up to speed on being a leader?
This post aims to throw you a lifeline by sharing 5 actionable tips to equip first-time managers at startups with the knowledge needed to navigate your new role. Consider it your starter guide to levelling up your people management abilities fast. Let’s explore how you can go from overwhelmed to feeling empowered as a new leader.
This post will share 5 actionable tips for first-time managers at startups to quickly level up their people management skills.
Tip 1: Set Clear Expectations
When you lack prior management experience, it’s easy to assume your new direct reports automatically know what you expect of them. Don’t make that rookie mistake.
Take the time upfront to proactively set clear expectations around roles, responsibilities, goals, and success metrics for each employee. Have regular 1-on-1 meetings to provide ongoing guidance and feedback.
Promote a culture where asking questions is encouraged, not seen as a nuisance. Check in frequently to gauge understanding, and course correct quickly if employees seem unsure of direction. Setting explicit expectations paves the way for your startup team to thrive.
Tip 2: Communicate, Communicate, Communicate
Overcommunication is essential in your first days and weeks as a startup manager. Have frequent team meetings, leverage Slack channels and email updates, and make time for face-to-face discussions.
Be as transparent as possible about company goals, challenges the startup is facing, and any changes on the horizon that may impact the team. Actively listen and be approachable. Make yourself readily available to employees by keeping an open door.
Developing trust through open and constant communication channels is critical when you’re establishing yourself as a new leader.
Tip 3: Focus on Developing Employees
The most effective startup managers don’t just tell employees what to do. They take time to actively coach people on new skills and develop talents.
Through regular feedback, identify employee strengths and areas for growth. Create personalized plans to support professional development. Delegate responsibilities strategically to help team members gain new abilities.
Set aside dedicated 1-on-1 time to mentor employees on topics like improving technical proficiency, taking on leadership roles, enhancing collaboration, and more based on individual needs. Aim to elevate their careers, not just manage tasks.
Tip 4: Prioritise Employee Wellbeing
Burnout is very real at startups. As a new manager, keep a close eye out for signs of overload and exhaustion in your reports. Is someone constantly working late nights and weekends? Seem irritable or disengaged? Complain of persistent stress and fatigue?
Encourage work-life balance through your words and actions. Don’t demand excessive hours yourself as the startup leader. Check in proactively on employee mental health and adjust workloads downward if needed.
Foster a supportive, caring team culture where people are comfortable taking breaks, being human, and knowing it’s okay not to be productive every minute.
Tip 5: Seek Management Guidance
As a first-time startup manager, you won’t have all the answers – and that’s okay. Lean on mentors, executive coaches, and peers for guidance.
Read management books and articles tailored to the startup environment. Treat early missteps as valuable learning experiences, not failures. Consider formal management training when able.
Remember you’re new to this too. Give yourself grace as you build your confidence as a leader. With patience and practice, you can master the people skills needed to succeed and grow at your startup.
In summary, rapidly uplevel your startup management abilities by setting clear expectations, overcommunicating, developing your team, promoting wellness, and seeking advice. People management can be learned – you’ve got this! Let me know if you would like me to modify or expand on any part of this draft blog post. I’m happy to keep iterating on the content.
