You finally got promoted. Congrats! Welcome to the wonderful world of management—where no one tells you the rules, everyone expects you to know what you’re doing, and suddenly you’re in charge of more than just your own work.
It’s exciting. It’s overwhelming. And yeah, you’re probably going to mess up a few things. But that’s okay. The key is recognizing those common pitfalls early and adjusting fast.
Here are some of the most frequent mistakes first-time managers make—and how to sidestep them like a pro.
Mistake #1: Trying to Do Everything Yourself
When you first become a manager, it’s tempting to keep doing the things that made you successful as an individual contributor.
You jump in to fix the spreadsheet. You rewrite the client email. You stay up late polishing the slide deck.
But here’s the truth: the more you do yourself, the less your team grows. Your job now isn’t to be the hero. It’s to build a team full of them.
Instead:
Start small with delegation. Choose one task this week that you’d normally take on and hand it off. Give clear instructions, be available for questions, and let them own the outcome.
Mistake #2: Avoiding Difficult Conversations
Nobody loves telling someone they’re underperforming. Or that their tone in meetings is rubbing others the wrong way. So a lot of new managers just… avoid it.
They hope things will fix themselves. They sugarcoat. They wait too long.
But silence doesn’t solve anything—it just lets problems grow roots.
Instead:
Have honest, timely conversations. You don’t need to be harsh. You just need to be clear. Practice saying things like, “Here’s what I noticed. Here’s why it matters. Let’s talk about how we fix it.”
It gets easier with practice.
Mistake #3: Being Too Hands-Off or Too Controlling
It’s easy to fall into one extreme or the other. Some new managers think, “I don’t want to micromanage!” and disappear. Others hover over every detail, terrified of things going off-track.
Neither approach works long-term.
Instead:
Find a balance. Set clear expectations up front—then check in at key points, not constantly. Ask your team how they prefer to communicate, and adjust based on their needs and experience level.
Trust, but verify. And course-correct as you go.
Mistake #4: Not Giving Enough Feedback
You might assume your team knows they’re doing a great job. Or that they’ll ask if they need help. But most people want more feedback than you think—both positive and constructive.
Without it, people feel lost. Or worse, they start guessing how they’re doing.
Instead:
Make feedback a habit, not a surprise. Drop a quick “Hey, that client call was really well-handled” in Slack. Or say, “Next time, try giving your update a bit earlier in the meeting—your insights are super useful.”
Short, real-time feedback builds trust and confidence.
Mistake #5: Not Setting Clear Priorities
You’re juggling 10 things. Your team is juggling 10 things. And nobody’s really sure what matters most.
So people waste time. Miss deadlines. Burn out on stuff that didn’t even matter.
Instead:
Be ruthless about priorities. Every week, clarify what must happen and what can wait. Say it out loud. Write it down. Repeat it often.
If everything’s a priority, nothing is. Make choices for your team.
Mistake #6: Trying to Be Everyone’s Friend
You want your team to like you. That’s natural. But if you prioritize being liked over being respected, you risk losing authority—and clarity.
The lines blur. People start testing boundaries. And when it’s time to hold someone accountable, it gets awkward fast.
Instead:
Be kind, respectful, and human—but also firm. Set expectations clearly. Give honest feedback. And remember: it’s okay if you’re not everyone’s favorite. Your job is to lead well, not win a popularity contest.
Mistake #7: Forgetting to Manage Up
You’re focused on your team—which is great. But don’t forget you also have a boss. They need updates. Context. Visibility into what’s working (and what’s not).
If they’re in the dark, they can’t support you—or advocate for you.
Instead:
Make managing up part of your routine. Send a weekly check-in with quick updates. Flag risks early. Ask for input when needed, and make sure your team’s wins get shared.
It builds trust and helps your career long-term.
Mistake #8: Assuming One-Size-Fits-All Motivation
Some people want public praise. Others want quiet recognition. Some love taking the lead. Others need a nudge.
If you manage everyone the same way, you’ll miss what really makes them tick.
Instead:
Learn what motivates each person on your team. Ask questions like:
- “What kind of feedback is most helpful to you?”
- “What projects energize you the most?”
- “How do you like to be recognized for your work?”
Then lead accordingly.
Mistake #9: Ignoring Team Dynamics
You might be laser-focused on projects and deadlines. But if you ignore how your team is functioning together, things can unravel quickly.
Maybe two teammates aren’t collaborating well. Maybe someone feels excluded. Maybe tension is building quietly.
Instead:
Keep your radar up. Observe how people interact. Create space for 1:1s and team retros. Ask, “How’s the team vibe feeling to you lately?”
Culture isn’t a bonus—it’s part of performance.
Mistake #10: Thinking You Have to Know It All
As a new manager, it’s tempting to think you need to have all the answers. That asking for help makes you look weak.
It doesn’t. It makes you real.
Instead:
Be honest when you’re figuring things out. Say, “I’m still learning this part—let me get back to you.” Or, “I don’t know, but I’ll find out.”
Modeling that kind of openness encourages your team to do the same. And that builds a stronger, more honest culture.
