Gérer une équipe pour la première fois peut sembler intimidant pour tout manager débutant. Cependant, cela est tout à fait possible, grâce notamment à des conseils pratiques et des étapes clés qui vous permettrons d’atteindre une meilleure aisance dans votre nouveau rôle de manager. Dans ce guide pratique, vous trouverez des actions concrètes à mettre en œuvre pour réussir vos premiers pas et prendre confiance en tant que manager. Chaque section inclut des conseils d’experts issus des 16 années d’expérience de notre cabinet de formation en management Inéa Conseil, pour vous aider à éviter les pièges courants et à relever les défis de la gestion d’équipe.
Step 1: Understanding your role as Manager
Define your main missions
As a new manager, you first need to understand your responsibilities in order to manage a team. This includes supervising, motivating and coaching your team. To do this, start by identifying key tasks and writing them down to clarify your priorities. For example, make sure you talk to the whole team and spend time with each member to find out about work dynamics, team objectives and how they fit into the company's overall strategy.
Expert advice: Don't hesitate to ask your superior for clarification of your tasks. A clear understanding of your role and objectives is essential.
Observing your team
Take the time to observe your team members. Note their strengths, skills and weaknesses, then use this information to better support them in their work. For example, if one of your team members excels in creativity, consider entrusting him/her with projects requiring innovation.
Expert advice: Draw up a skills chart for your team. This will help you better understand who takes on which tasks, and how to build effective sub-teams as projects progress. Update it every six months or at least every year to make sure you have the right skills at the right time.
Establishing effective communication
Create an open communication channel
Il peut être opportun de mettre en place un canal de communication régulier, grâce à une application de messagerie (Slack, Microsoft Teams, etc.) ou sous la forme de réunions hebdomadaires. Le but est de d’encourager chaque membre de votre équipe à exprimer ses préoccupations et ses idées. Cette démarche vous permet ainsi d’instaurer un climat de confiance où chacun se sent libre de s’exprimer : un élément fondamental pour réussir dans la gestion d’équipe !
Expert advice: Use active listening during these exchanges. Ask open-ended questions to better understand your team's opinions, reinforcing your effectiveness as a first-time manager.
Organize regular meetings
Schedule weekly meetings to monitor project progress, celebrate successes and discuss future challenges. To ensure that these meetings are productive, we recommend that you prepare an agenda and set yourself a time limit. Planning and structuring things allows you to manage a team well while setting an example.
Expert tip: End each meeting by asking participants to share one positive point and one challenge to overcome. Adapt the frequency according to the relevance of your activities and objectives, whether monthly or quarterly. You'll foster a culture of continuous improvement, essential to success as a manager.
Promoting team cohesion
Organize team-building activities
To build trust and strengthen bonds within your team, consider planning group activities, such as lunch or an outdoor outing. Team-building activities include a variety of workshops, from cooking sessions to group sports sessions, depending on your team's interests and the objectives you have as a manager.
Conseil d’expert : Dans la Formation Manager Débutant de notre cabinet Inéa Conseil, nous formons à la création des activités qui permettent aux membres d’une équipe de se connaître dans un cadre moins formel. Ainsi vous bénéficiez d’une meilleure intégration au poste de management.
Set an objective to be achieved in pairs
How do you strengthen team cohesion? By assigning tasks to two team members, you not only encourage mutual support, but also the exchange of ideas and skills. This approach encourages employees to get to know each other better, develop mutual trust and establish fluid communication. When members work together on a project, they learn to appreciate each other's strengths and weaknesses, helping to create a collaborative working environment. What's more, problem-solving in pairs generates innovative solutions, because two perspectives are better than one. By integrating this practice into your team, you cultivate a strong team spirit that fosters commitment and motivation. At the end of the day, goals shared in pairs reinforce not only results, but also the dynamics and collective culture of your team!
Step 2: Set clear objectives
Using the SMART method
For each project, define SMART (Specific, Measurable, Achievable, Realistic, Time-bound) objectives. For example, instead of saying "Increase sales", opt for "Increase sales by 15% by the end of the quarter". This gives your team a clear direction and a goal to aim for, an essential aspect for any first-time manager. Also, make sure your team doesn't feel these targets are imposed, but are seen as essential to the company's growth.
Expert advice: Involve your team in setting the means to achieve objectives. You create a sense of ownership and increase motivation, while reinforcing your team management skills.
Involve the team in defining objectives
To make your team feel involved and empowered, organize a meeting to discuss objectives. Use this opportunity to encourage each member to share his or her own goals and ambitions, which are aligned with the team's objectives.
Expert advice: Use goal-tracking charts, where everyone can see the progress they've made. This encourages transparency and commitment, which are essential for successful management.
Monitor and adjust targets
Set up performance indicators (KPIs)
Identify KPIs to measure the success of your projects. For example, if you sell products, indicators such as conversion rate or monthly sales are relevant. Then share these KPIs with your team so they can assess their progress.
Conseil d’expert : Établissez des réunions trimestrielles pour revoir les performances par rapport aux KPI et ajustez les stratégies en conséquence. Laissez-les s’exprimer sur les moyens d’amélioration et écoutez leurs propositions pour les prochaines actions. Pour être sûr de fixer les bons objectifs et garantir leur exécution par votre équipe, vous pouvez suivre notre Formation Manager Débutant, accessible en ligne, en hybride ou en présentiel.
Reassess objectives regularly
Hold monthly reviews to re-evaluate objectives and adjust expectations according to results achieved. This shows your flexibility and adaptability - essential qualities for a new manager.
Expert tip: Document these assessments and the decisions made. This serves as a benchmark for future planning and reinforces accountability, key elements in the foundations of management.
Step 3: Delegate effectively
Identify your team's strengths
To do this, you need to take the time to get to know the skills of each member of your team, so that you can allocate tasks appropriately. For example, if one member excels in customer relations, entrust him/her with developing relationships with key customers.
Expert advice: Create competency sheets for each team member. This will help you allocate tasks according to individual strengths and maximize the effectiveness of your team management.
Delegate with confidence
When you start handing over responsibilities, make sure you give clear instructions and remain available to answer questions. Delegating doesn't mean giving up, but rather trusting your team to accomplish specific tasks.
Expert advice: Use project management tools (such as Trello or Asana) to track the progress of delegated tasks and clearly communicate expectations.
Monitor progress without micro-managing
Organize regular checkpoints
Set checkpoints to discuss progress, but avoid interfering in every detail of the work. This will help you build trust and autonomy within your team, a fundamental skill for any junior manager. If bottlenecks appear or assignments fall behind schedule, organize collaborative workshops in pairs to find appropriate solutions and adjust the work.
Conseil d’expert : Restez attentif aux moments où la tentation de micro-gérer votre équipe survient. Prenez du recul et rappelez-vous : votre avez pour mission d’accompagner et de soutenir, pas de contrôler. Les managers rencontrent ce problème surtout lorsqu’ils ont des membres de l’équipe en télétravail c’est pourquoi Inéa Conseil a crée une Formation Manager à Distance pour adapter le management aux challenges de la gestion des équipes à distance.
Encouraging autonomy
Pour inciter votre équipe à devenir plus responsable et motivée, laissez-la équipe prendre des décisions. Par exemple, donnez-leur la liberté de choisir comment atteindre les objectifs fixés, tant qu’ils respectent les délais et le budget.
Expert advice: Reward initiative. When team members make sound decisions, praise them publicly to reinforce the culture of autonomy essential to successful management.
Step 4: Handle conflict diplomatically
Identifying signs of conflict
Soyez attentif aux tensions dans l’équipe et notez les signes clés, comme une baisse de communication ou des changements d’attitude. Une détection précoce évite une escalade du conflit et c’est une compétence essentielle pour un manager débutant.
Expert advice: Establish a climate of trust by fostering a culture of open communication, which helps deal with problems before they escalate.
Dealing with conflict quickly
When tensions arise, don't wait! Discuss them with the people concerned, discreetly. Listen to their concerns and try to find common ground. This will show them how committed you are as a manager.
Expert advice: Use the "win-win" approach, where each party obtains something positive to resolve conflicts. For effective team management, we advise managers to ask the team how to avoid a recurrence of such a situation.
Encouraging a feedback culture
Establishing a regular feedback system enables your team members to express their concerns constructively. This makes it easier to resolve conflicts before they become major problems. Encouraging mutual feedback at specific times when everyone gives their opinion on each other's work fosters a culture of open, collaborative communication. For example, use tools such as anonymous questionnaires to gather constructive feedback, or round-table discussions if you manage small teams.
Expert advice: Learn to give and receive feedback constructively. Start with a fact, mention the area for improvement, then end with encouragement. This is an essential skill for all managers.
Step 5: Develop your leadership skills
Seek constructive feedback
Ask for regular feedback on your management style, including feedback from your superior, your colleagues or even your team. This will help you identify areas for improvement as a Junior Manager.
Expert advice: Create an environment where feedback is the norm. In this way, you demonstrate your willingness to evolve and adapt - key qualities for a better understanding of management.
Training courses
Participate in leadership and management training including seminars, workshops or even online courses. Investing in your personal development will strengthen your skills and make you more confident in your role.
Expert advice: Put what you learn into practice. You'll strengthen your understanding and confidence in your abilities as a first-time manager.
Read books on management
Immerse yourself in books or articles on management. This personal approach will broaden your perspective and provide you with practical tools to improve your team management.
Expert tip: Share your readings with your team, encourage interesting discussions and reinforce the learning culture within your team.
Conclusion
Gérer une équipe pour la première fois représente un défi, mais aux étapes concrètes et aux conseils de nos experts, vous pouvez désormais aborder ce nouveau rôle plus efficacement. Pour tous les nouveaux manager et ceux qui vont le devenir prochainement, nous avons développer une formation pour vous : Formation Certifiante Management de la Performance. Celle-ci vous permet de développer vos compétences en communication, en leadership, en gestion de conflits et en délégation pour excellez dans votre nouveau rôle de manager. Enfin, gardez à l’esprit que le management est un processus d’apprentissage continu et d’expériences diverses qui vous rapproche de votre objectif ultime : devenir un leader inspirant.
