So—you’re officially a first-time manager. Congratulations! 🎉
This is such an exciting step in your career. You’ve worked hard, shown initiative, and now you’re being trusted to lead others. That’s something to be proud of.
But if you’re feeling a mix of excitement and nerves right now, that’s completely normal. Stepping into management can feel a little intimidating—especially if you’re a young woman managing a team for the first time. You might be wondering things like:
- Will everyone like me?
- How will I know if I’m doing a good job?
- If my department doesn’t hit its goals, am I to blame?
Take a deep breath. You’re not alone. Every great leader once started exactly where you are right now—unsure but determined to grow.
In this post, I’ll share the most valuable lessons I’ve learned from my own experience as a first-time manager (and a young one at that). Whether you’re managing a leasing team, working in hospitality, retail, or any other industry, these tips will help you lead with confidence, clarity, and self-awareness.
Tip 1: Understand How Your Performance Is Being Measured
The first step to succeeding as a new manager is knowing exactly what success looks like.
It’s easy to get caught up in managing people day to day, but you also need to know how your performance is being evaluated. What metrics matter most? What results does your supervisor expect to see from your team?
If this wasn’t discussed during onboarding, schedule a quick meeting with your supervisor or department head. Asking for clarity isn’t a sign of weakness—it shows initiative.
For example, in my management role, my performance is measured by my ability to keep my team organized and help our department meet its goals. My responsibility isn’t just to check boxes but to figure out how to make things run more efficiently and keep morale high in the process.
When you understand the “how” and “why” behind your goals, you’ll lead with a stronger sense of direction—and you’ll be able to coach your team more effectively too.
Tip 2: Formally Introduce Yourself (and Your Management Style)
Your first impression as a manager matters more than you might think. Your team is looking to you for guidance, stability, and leadership—even if they don’t say it out loud.
One of the most impactful things you can do as a new manager is to formally introduce yourself to your team. Don’t just say, “Hi, I’m your new manager.” Instead, share a bit about your background, your expectations, and most importantly, your management style.
Here’s an example from my own introduction to a new team of seasonal employees:
“Hey everyone! My name is Erin and I’ll be your Leasing Manager for this season! I’m really looking forward to a successful season with all of you—I already know you’ll be great! Something important to know about my management style is that I’m very blunt. Please don’t take offense to that—it’s because I value clear communication and zero confusion. My door is always open, and I do my best to make myself available whenever you need clarity or assistance. If you’d like to schedule a check-in, email me and I’ll get back to you within 24 hours. Let’s have a great season, team!”
This type of introduction sets expectations from day one and builds trust and respect early on.
If you’re not sure what your management style is yet, ask coworkers or mentors how they’d describe working with you. Are you hands-on? Laid-back? More of a coach or a director? Knowing yourself helps others know how to work best with you.
Tip 3: Get to Know Your Team as People, Not Just Employees
Your team isn’t a group of machines—they’re humans with personalities, interests, and lives outside of work.
One of the biggest mistakes new managers make is focusing solely on performance and forgetting about connection. But when your team feels seen and supported as people, they’re far more likely to go the extra mile for you.
Start small. During team meetings, include a short icebreaker or conversation starter. Ask fun questions like:
- “What’s one thing you did this weekend that made you happy?”
- “What’s your go-to comfort food?”
- “If you could have one superpower at work, what would it be?”
These moments might seem small, but they help build psychological safety—a sense of trust that allows people to speak up, make mistakes, and collaborate freely. And that’s exactly the kind of culture great managers create.
Tip 4: Host Team Bonding Events
While meetings and one-on-ones are essential, true connection often happens outside of work tasks. That’s where team bonding comes in.
Hosting casual, low-pressure events—like a team coffee morning, lunch outing, or volunteer day—can completely shift team dynamics for the better.
When people laugh together, share stories, or see each other as more than “coworkers,” collaboration naturally improves. Conflicts are easier to resolve, communication flows better, and your team becomes more resilient during stressful times.
Team bonding doesn’t have to mean big budgets or elaborate planning. Here are a few ideas:
- Organize a “Trivia & Tacos” lunch hour.
- Host a “decorate your desk” contest.
- Plan a short off-site walk-and-talk meeting at a local café.
- Celebrate birthdays or team milestones with a small gesture.
The goal is to create moments of connection that remind everyone—including you—that work can be meaningful and enjoyable.
Tip 5: Be Open to Feedback (and Model It for Your Team)
It’s easy to assume that as a manager, you’re supposed to have all the answers. But in reality, great leaders are great learners.
Ask your team for feedback regularly—about your communication style, meeting structure, or overall leadership. This not only helps you grow but also shows your employees that feedback is a two-way street.
You might say something like:
“I’m always looking to improve as a manager. Is there anything I could do differently to help you succeed?”
This kind of humility earns massive respect. Plus, it encourages your employees to give and receive feedback more openly with one another.
And remember—don’t just listen to feedback. Act on it. The fastest way to lose credibility is to ask for input and never make changes.
Tip 6: Give Yourself Grace
Being a first-time manager is not easy. You’re learning how to delegate, lead meetings, balance deadlines, and motivate a team—all at once.
You will make mistakes. You will have awkward moments. You might even have days where you question whether you’re cut out for leadership.
But that’s part of the process. The best managers didn’t start out perfect—they grew into the role over time.
What matters most is that you stay curious, self-aware, and adaptable. When you make a mistake, own it. When something goes well, celebrate it. When you’re unsure, ask questions.
Every challenge is shaping you into a stronger, more confident version of yourself.
Final Thoughts: You’ve Got This
Being a first-time manager—especially as a woman in your 20s or 30s—can feel overwhelming, but it’s also one of the most empowering experiences of your career.
You’re not just learning how to manage tasks; you’re learning how to lead people, inspire confidence, and build trust.
Remember to:
- Understand how your performance is measured.
- Introduce yourself with authenticity.
- Get to know your team beyond the job.
- Build connection through bonding events.
- Stay open to feedback.
- Give yourself grace as you grow.
Leadership isn’t about being perfect—it’s about showing up with intention and empathy every day.
So take that deep breath, step into your new role, and remind yourself: you’ve earned this. You are capable, you are ready, and you are going to be an amazing manager.
The Renewal Mindset 
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