Why New People Managers Struggle (And How to Set Them Up for Success)

Most organizations don’t promote people into management because they want to make their lives harder. They promote them because they’re good at their jobs.

Then suddenly, they’re managing people.

For HR leaders and senior executives at small to mid-sized companies, this transition is one of the most common and costly leadership gaps. Especially in fast-moving industries like tech, where growth is quick and expectations are high, new people managers are often asked to figure it out as they go.

The problem isn’t effort or intelligence. It’s that managing people requires a completely different skill set than doing the work yourself.

Let's look at what new people managers are really facing and how the right leadership development approach can make all the difference.

The reality new people managers face

New managers rarely say, “I don’t care about my team.” What they say instead sounds more like this:

• “I don’t want to micromanage, but the work isn’t getting done the way I need it.”

• “I used to be friends with these people. Now I’m their boss.”

• “I know I should give feedback, but I don’t want to damage the relationship.”

• “Every person on my team needs something different, and I’m stretched thin.”

These challenges show up across industries, from SaaS teams shipping product to seasonal service businesses ramping up crews. The context may change, but the people dynamics don’t.

What makes the transition so challenging?

Managing former peers is one of the most emotionally complex aspects of becoming a manager. Boundaries need to shift, relationships need to evolve, and decisions may need to be made that affect people personally. Without support, new managers often oscillate between avoiding authority and enforcing it too rigidly.

Delegation becomes a trap. It sounds simple, but when deadlines loom, it’s faster to just do the work yourself. Or, new managers delegate tasks but not decisions, then feel frustrated when results fall short. Over time, this leads to burnout and a bottlenecked team.

Feedback is often avoided. Many managers fear they’ll come across as too harsh or make someone upset, without realizing how feedback (when done well) can actually strengthen a working relationship. So they delay feedback, sugarcoat it, or skip it entirely—letting small issues grow until they become real problems.

Different working and communication styles can feel overwhelming to lead, especially in remote or hybrid environments. Managers often struggle to adjust their own approach without feeling inauthentic, or to motivate different personality types effectively.

Why this matters to the business

When new managers struggle, the impact goes far beyond individual discomfort:

• Top performers leave because they're unsupported or mismanaged

• Projects stall and execution slows

• HR teams spend more time mediating people issues

• Burnout rises, especially among your most capable contributors

Developing people managers is an easy way to proactively manage operational risks.

A smarter way to develop managers

Many leadership training programs fail because they're one size-fits-all, too theoretical, or out of sync with what your business needs right now.

Modular leadership development like our Leadership Labs at Culturability Consulting offer a better path.

These labs are designed to be flexible, fast, and relevant. You can:

• Start with foundational skills for new people managers

• Layer in deeper modules on feedback, conflict, or delegation

• Customize pacing and topics based on your team’s growth stage

Whether you need a plug-and-play session or a fully tailored program, we meet your managers where they are.

What effective support for new managers looks like

Organizations that build confident, capable people managers:

• Normalize that management is a skill that must be learned

• Invest early, before issues become costly

• Give managers language, tools, and structured practice

• Create consistency without rigidity

The result? Managers who lead with clarity. Teams that run more smoothly. And future leaders ready to grow with your company.

Let’s talk about your team

If you’re seeing signs that new people managers are struggling, you’re not alone. The good news: meaningful change doesn't require a massive overhaul.

A focused, modular approach to leadership development can meet your team where they are and move the needle. Fast.

If you’re ready to explore what our modular Leadership Labs could look like for your organization, I’d love to talk.

Book a call and let’s discuss what your managers are facing and how the right Leadership Labs can support them.

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At Culturability Consulting, we help small and scaling companies grow real leaders—fast. Our modular Leadership Labs can be delivered in-person, online, or a mix of both. Giving you flexibility so your people can lead better without stepping away from the work that matters.

I also write about leadership, company culture, and change—because work is always in transition, too.