When Good Employees Become Struggling Managers
You know how it goes. Your best salesperson gets promoted to sales manager. Your top engineer becomes team lead. Your star nurse becomes unit supervisor.
It makes sense on paper — reward great performance with career progression. But here’s the problem: being brilliant at your job doesn’t automatically make you good at managing people.
This is what we call the “accidental manager” challenge. One day you’re focused on your own work, the next day you’re responsible for other people’s performance, behaviour, and development. No wonder so many new managers feel overwhelmed.
Why This Matters More Than You Think
When new managers are left to figure it out on their own, the ripple effects hit everyone:
- Team engagement drops because people don’t feel properly supported or managed
- Good employees leave rather than stick with a manager who doesn’t know how to lead them
- Performance issues drag on because managers avoid difficult conversations they don’t know how to have
- HR teams get pulled into everything, spending their time firefighting instead of working on strategic initiatives
It’s frustrating for everyone involved. The new manager feels lost, their team feels unsupported, and HR feels like they’re constantly putting out fires.
There’s a Better Way
Instead of throwing new managers in the deep end, what if you gave them proper support and clear frameworks to follow?
This is where tools like MyEMS make a real difference:
- Step-by-step workflows show managers exactly how to handle performance and behaviour issues
- Consistent processes mean every manager handles similar situations the same way
- Built-in oversight keeps HR in the loop without micromanaging
- Real-world learning helps managers build confidence through guided experience
This approach means managers feel more confident, HR can focus on strategic work, and employees experience fairer, more consistent leadership.
From Accidental to Intentional
You don’t have to accept that new managers will struggle. With the right support and frameworks, you can help your best performers become your best leaders too.
After all, great managers aren’t born — they’re developed. And development works best when it’s structured, supported, and practical.