What should a new manager not do?

Asked by: Prof. Jovan Rogahn DVM  |  Last update: April 18, 2026
Score: 4.5/5 (63 votes)

A new manager should not micromanage, make sudden major changes, fail to listen, play favorites, or ignore feedback, as these behaviors erode trust and demotivate teams; instead, focus on building relationships, setting clear expectations, providing support, and learning the team's dynamics before implementing strategies.

What not to do as a new manager?

What Not to Do When You Become a New Manager

  • Avoiding burnout by resourcing your team appropriately.
  • Empowering your employees rather than micromanaging them.
  • The importance of connecting your team's work to organizational objectives.

What is the 30-60-90 rule for a new manager?

A 30-60-90 day plan for a new manager is a roadmap breaking the first three months into phases: Days 1-30 (Learn) focus on meeting the team, understanding processes, and company culture; Days 31-60 (Contribute) involve applying knowledge, taking on projects, and starting to provide feedback; and Days 61-90 (Lead) shift towards execution, long-term planning, coaching, and demonstrating ownership. It provides structure, aligns goals with the organization, and builds credibility by showing initiative.
 

Do and don'ts for new managers?

Be clear in your communications Focus on the right things Don't take people to task about the wrong things Don't promise things you cannot deliver Don't stress out and make your stress evident Listen more than you talk Guide and encourage - don't order and instruct Inspire performance. Don't order performance.

What are the red flags of a new manager?

Treats Feedback Like A Personal Attack. Everyone says they want feedback until they actually get it. If your manager becomes defensive, evasive, or shuts down constructive input, that's a red flag.

15 tips New Managers should know BEFORE they start!

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What are the signs of a poor manager?

They may do some or all of the following:

  • Undermine your career development. ...
  • Give no or poor feedback. ...
  • Micromanage. ...
  • Dismiss your ideas. ...
  • Offer no clear objectives. ...
  • Undervalue inclusion and diversity. ...
  • Communicate poorly. ...
  • Ignore company policy.

What is the 3 month rule in a job?

The "3-month rule" in a job refers to the common probationary period where both employer and employee assess fit, acting as a trial to see if the role and person align before full commitment, often involving learning goals (like a 30-60-90 day plan) and performance reviews, allowing either party to end employment more easily, notes Talent Management Institute (TMI), Frontline Source Group, Indeed.com, and Talent Management Institute (TMI). It's a crucial time for onboarding, understanding expectations, and demonstrating capability, setting the foundation for future growth, says Talent Management Institute (TMI), inTulsa Talent, and Talent Management Institute (TMI). 

What is the 70 20 10 rule leadership?

The 70-20-10 rule in leadership development suggests that people learn best through a mix of experiences: 70% from challenging on-the-job assignments, 20% from developmental relationships (coaching/mentoring), and 10% from formal training (courses/reading), emphasizing practical application over traditional learning. Developed from research by the Center for Creative Leadership in the 1980s, it highlights that leaders are made through experience, not just taught in classrooms.
 

What are the top 10 mistakes managers make?

The Top 10 Mistakes New Managers Make

  • Assuming They Have All the Answers.
  • Failing to Build Trust with Their Team.
  • Poor Communication and Lack of Clarity.
  • Struggling to Delegate Tasks Effectively.
  • Avoiding Workplace Conflict Instead of Managing It. ...
  • Micromanaging Instead of Leading.

What is the first 30 days of a new manager?

In the first 30 days, focus on building relationships and understanding the team's strengths and challenges. In the next 30 days, identify opportunities for improvement and develop an action plan. Finally, in the last 30 days, implement changes and track progress.

What should a new manager do first?

Ready for day one? Check.

  • Get to know your team members. GTKEO stands for Getting To Know Each Other. ...
  • Plan objectives and goals to help the entire team succeed. ...
  • Establish tracking systems for team members. ...
  • Give and receive team member feedback based on new changes. ...
  • Set up rewards and recognition systems for team members.

What to do in the first 90 days as a new manager?

5 things to prioritize in your first 90 days as a new leader

  • Start with active listening and learning. No one wants a new manager who starts by issuing directives. ...
  • Communicate your leadership approach and expectations. ...
  • Recognize early and often. ...
  • Build modern leadership skills. ...
  • Avoid burnout—leaders need support too.

What should a manager do in the first 60 days?

Establish Your Priorities

You should now have a much better idea of how your position influences the team and how you can impact the wider organization. Revisit your initial list of business priorities and update where you have more information.

What are HR trigger words?

HR trigger words are terms that alert Human Resources to potential policy violations, serious workplace issues like harassment, discrimination, bullying, retaliation, or a hostile work environment, and significant risks like lawsuits, high turnover, or burnout, prompting investigation or intervention, while other buzzwords like "quiet quitting" signal cultural trends. Using them signals a serious concern requiring HR's immediate attention for compliance and employee safety, though overly negative or absolute language can also be flagged. 

What is the biggest red flag at work?

The biggest red flags at work often signal a toxic culture and poor leadership, with high turnover, communication breakdowns, lack of trust, blame culture, and unrealistic expectations being major indicators that employees are undervalued, leading to burnout and instability. These issues create an environment where people feel unappreciated, micromanaged, or unsupported, making it difficult to thrive and often prompting good employees to leave.
 

What are the common mistakes of new managers?

Ten Common Mistakes New Managers Make

  • Avoid Accountability Conversations.
  • Favor Friends and Former Peers.
  • Be an Expert in Everything.
  • Be a Push Over.
  • Assume People Should Know.
  • Expect People Understand.
  • Leave Follow-Through to Chance.
  • Assume People Know How to Achieve a Goal or Express a Value.

How do you spot a poor manager?

Ultimately, not everyone is management material.

  1. A Bad Manager is Arrogant. ...
  2. A Bad Manager Micromanages. ...
  3. A Bad Manager Gives Unclear Instructions. ...
  4. A Bad Manager Blames Others. ...
  5. A Bad Manager is Too Friendly. ...
  6. A Bad Manager is Always Critical.

What are the 7 L's of leadership?

7 L's of Leadership: Listen, Learn, Love, Leverage, Lead by Example, Lift, Legacy | Sonam Mirchandani posted on the topic | LinkedIn.

Why do new managers fail?

Not unexpectedly, global research and advisory firm Gartner confirms that 60 percent of new managers fail within the first 24 months, largely due to a lack of training in leadership and management skills.

What are the 5 C's of leadership?

Five elements–often referred to as the 'five Cs'–play a major role in leadership and team accountability. These five Cs are: common purpose, clear expectations, communication and alignment, coaching and collaboration, and consequences and results.

What are the 10 golden rules of management?

The rules are: 1) Be consistent, 2) Focus on clear, accurate and thorough communication, 3) Set team goals to inspire collaboration, 4) Publicly reward hard work to motivate others, 5) Lead by example in behavior, 6) Customize your approach to individuals, 7) Remain transparent to build trust, 8) Encourage all opinions ...

What are the 7 C's of leadership?

The "7 Cs of Leadership" isn't a single, fixed list but a framework highlighting core qualities, often including Character, Communication, Confidence, Commitment, Courage, Compassion, Connection, and Competence, serving as guideposts for building trust, inspiring teams, and leading effectively, with variations like Indra Nooyi's focus on Competence, Creativity, Courage, Communication, Coaching, Compass, and Citizenship. These principles emphasize both internal attributes (like character, confidence) and external actions (like communication, collaboration) necessary for impactful leadership. 

What are the top 3 priorities in a new job?

In this article, you'll learn about the top 10 goals you can set to help you kickstart your first days at your new job.

  • Goal 1: Understand Your Role. ...
  • Goal 2: Build Relationships. ...
  • Goal 3: Learn Company Culture. ...
  • Goal 4: Set Short-Term Objectives. ...
  • Goal 5: Master Company Tools. ...
  • Goal 6: Seek Mentorship.

How long is too long to stay in one position?

Staying in one job too long (often considered over 4-5 years in the same role) risks stagnation and missed growth, while staying too short (under 2 years) can look like job-hopping, but the ideal time depends on career stage, industry, and personal goals; aim for 2-4 years to learn, contribute, and move up, reassessing at the 2-year mark for new challenges or promotions, as job changes are now a common way to advance salary and title. 

What is the first 6 months of a new job called?

A six-month probation period is a trial period where an employer determines if you're a good fit for the job and vice versa. It's an opportunity to prove yourself, learn and grow and make a good impression.