Stepping into a management role is one of the toughest transitions in any career. A top-performing individual contributor suddenly has to shift from doing the work to leading others in doing it. Without the right support, new managers often feel overwhelmed, underprepared, and unsure of how to succeed. 

For HR leaders, the challenge is clear: how do you support new managers so they grow into confident leaders—without overloading them with information or unrealistic expectations? 

---

Why New Managers Struggle 

Research shows that 60% of new managers fail within the first two years (CEB/Gartner). The reasons are consistent: 

• Lack of training: Too many new managers are promoted without leadership development. 

• Role shock: Shifting from peer to supervisor can feel isolating. 

• Overload: Being handed too many responsibilities too quickly leads to burnout. 

• Lack of feedback: Without clear guidance, mistakes multiply and confidence erodes. 

What New Managers Actually Need 

The best support for new managers is structured, consistent, and focused on building confidence over time—not a one-time crash course. Here are four strategies HR leaders can implement right away: 

1. Provide a 90-Day Development Plan 

New managers don’t need a 6-month leadership academy. They need a simple roadmap for their first three months, including: 

• Weekly 1:1s with their leader 

• A clear set of role expectations 

• Training on core management skills (feedback, delegation, communication) 

2. Pair Them With a Mentor 

Peer mentors give new managers a safe place to ask questions, share struggles, and learn from someone who’s been there. It also reinforces leadership culture across the organization. 

3. Focus on Bite-Sized Learning 

Instead of overwhelming managers with lengthy training programs, deliver small, practical modules they can apply immediately—like how to run a one-on-one or how to set goals with their team. 

4. Normalize Feedback Early 

Encourage both upward and downward feedback. When new managers receive guidance early and often, they can adjust quickly and build better habits. 

HR’s Role in Setting the Tone 

When HR provides the right guardrails, new managers avoid the trap of burnout and disengagement. More importantly, they build the skills needed to create engaged, productive teams. Over time, this reduces turnover, strengthens culture, and creates a leadership pipeline that fuels growth. 

How MP Can Help 

At MP, we specialize in equipping managers at every level with the tools and confidence they need to succeed. We work with HR leaders to: 

• Develop 90-day new manager playbooks customized to your organization 

• Provide training modules focused on practical leadership skills 

• Offer coaching and mentorship programs that build long-term confidence 

• Help HR teams embed leadership development into culture—not just onboarding 

🎥 Catch up on our recent webinar: Management 101: Why Bad Managers Cost You More Than You Think. You’ll get strategies and examples you can put to work right away. 

🎥 Watch the webinar recording here → 

👉 Or download our free Manager Red Flag Checklist to start spotting early warning signs in your organization. me one of the most powerful tools HR leaders have to strengthen teams, reduce turnover, and boost engagement 

Key Takeaway 

Feedback done poorly creates fear and disengagement. Feedback done well builds trust, accelerates development, and drives real improvement. By training managers on specific frameworks and supporting them with tools, HR leaders can make feedback a cornerstone of leadership success. 

---

Make sure to subscribe to MP’s blog and stay on top of the most up-to-date news and trends in the business realm.