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Congratulations, you're a line manager. Now what?
You've been doing great work. You've hit your targets, supported your team, and made a real impact. And now, managing people has become part of your role.
It's something to be proud of. But many new managers are quietly wondering: "What now?"
Becoming a manager isn't just a change in job title. It's a shift in how you work, communicate, and lead. And more often than not, that shift comes with little structure or support.
In this blog, we cover:
- Why first-time managers often feel overwhelmed
- The most common challenges they face
- How you can support them - whether you're in HR, ops or leadership
- Tools and tips for new managers to build confidence
Why first-time line managers are often left to sink or swim
Plenty of organisations promote based on performance. But managing people is a whole new job, not a reward for doing the last one well.
According to CIPD's Good Work Index (2024):
- Only 40% of UK managers feel confident handling people responsibilities.
- 1 in 4 said they received no formal training when they became a manager.
The result? Many new managers are thrown in at the deep end. They're expected to lead teams, handle conflict, manage performance and wellbeing without the skills or tools to do it well.
This lack of support leads to:
- Uneven employee experiences
- Stretched HR teams
- Higher turnover and lower engagement
Management is a skill. And like any skill, it needs to be learned.
What makes the jump to line manager so challenging?
Let's look at what changes when someone becomes a manager for the first time.
Moving from peer to leader
It can feel awkward shifting from being part of the team to leading it. Especially if strong friendships already exist. Setting clear boundaries and roles helps.
It's also important to understand your management style, so you can play to your strengths - as well as being aware of your blind spots as a leader.
Delivering 1:1s that matter
Most new line managers haven't led a meaningful 1:1 before. But regular check-ins make a big difference to wellbeing, performance, and engagement amongst other perks. Read the one-to-one meetings: complete guide to get ahead of the curve.
Giving and receiving feedback
Done well, feedback builds trust and improves performance. But it's a skill that takes confidence and practice. Here's how to deal with feedback as a manager.
Handling conflict
Conflict is a natural part of working life - especially in growing teams where pressures run high and people bring different perspectives to the table. The challenge isn't avoiding conflict altogether, but learning how to approach it with clarity and confidence.
Without the right support, small issues can quickly escalate, affecting morale and productivity. That's why it's so important to lean on your peers and your HR team when things feel tricky. Managers don't have to manage conflict alone - in fact, they shouldn't.
Whether it's a miscommunication or a deeper issue, early action is key. Open dialogue, active listening, and a fair approach can stop tension from taking root. For practical tips on getting it right, check out our guide on how to manage conflict in a small business.
Supporting wellbeing
Managers are often the first to notice signs of stress or burnout. Spotting the signs early and creating a safe space to tackle it matters. We've got lots of resources to help you understand leadership responsibilities around wellbeing and culture.
Picking up the HR admin
From absences and return-to-works to probation check-ins and performance chats - line managers often find themselves at the centre of the people admin universe. It's a big shift, and without the right support, it can feel like a juggling act.
This is where having a centralised system really makes a difference. Rather than relying on memory or spreadsheets, digital tools can prompt managers when key actions are due - like probation reviews or upcoming appraisals. It helps take the pressure off and means nothing important slips through the cracks.
By keeping employee records in one place and automating reminders, managers can spend less time chasing paperwork and more time focusing on the people side of their role.
For a deeper dive into how HR software can lighten the admin load, check out our blog on why ditching HR spreadsheets can help.
As you can see from these 6 points, it's a lot to take on - especially without training or support.
What happens when we get line manager training wrong
The cost of not supporting first-time managers is steep.
- Conflict gets worse not better
Without training in early intervention, tensions escalate. ACAS estimates poor conflict management costs UK businesses £28.5 billion a year. - Wellbeing slips through the cracks
Without support, managers miss early signs of burnout. According to Mind, stress-related absence costs UK employers £26 billion annually. - Talent walks out the door
We've all heard it: people don't leave jobs, they leave managers. Underprepared managers struggle to retain top talent. - HR gets swamped
When managers aren't confident in their responsibilities, HR teams become the safety net. That slows everyone down. - Internal growth stalls
Hiring externally because internal candidates aren't ready? It takes longer, costs more, and risks culture fit. Internal hires tend to perform better and stay longer.
It's clear: leaving new managers unsupported doesn't just affect them - it affects the whole business.
What happens when we get line manager training right
The good news? This is all fixable.
Give first-time managers structured support early on and the results speak for themselves:
- They build confidence faster
- Teams perform better
- Stress and absence drop
- Culture gets stronger
- Succession planning gets easier
Whether you've got current line managers who need upskilling, or you want to get your future rising stars ready, we've put together this guide to setting up a leadership development programme in your business.
A note to managers feeling unsure
If you're a new manager and feeling overwhelmed, you're not alone. It doesn't mean you're failing - it means you care.
Start here:
- Make time for regular 1:1s
Use them to listen, set goals, and check in with your direct reports. You don't need all the answers - just show up consistently. - Ask for feedback
It's one of the fastest ways to grow. Consistently ask what's going well and what could be better. Need some pointers? Here are some ideas for structuring that conversation. - Create psychological safety
Let your team know it's okay to make mistakes or raise concerns. It builds trust. - Make space to learn
You don't need to master everything at once. Block 30 minutes a week to focus on learning. Courses, articles, podcasts - whatever works for you.
It's also really important to build a culture of continuous learning in your team too. Not sure where to start? Take a look at our quick guide to get you started.
Not sure how prepared your line managers are?
If you're in HR, ops or leadership, ask yourself:
How confident are you that your new managers are set up to succeed?
Our new line manager readiness calculator helps you:
- Spot gaps in training and development
- Benchmark risk areas like confidence, consistency and support
- Link these insights back to key outcomes like retention and productivity
In under two minutes, you'll get a personalised score.
Try the new manager readiness calculator now.
Support new line managers with Breathe Learn
Breathe Learn gives your new managers instant access to:
- 95+ courses covering leadership, wellbeing, HR and compliance.
- Bite-sized, UK specific content with built-in assessments and certificates.
Popular picks for first-time managers include:
- Conflict resolution for employees
- Emotional intelligence in leadership
- Building and managing teams
- Mentoring others
Build confidence. Reduce risk.
Take out a free trial of Breathe and you'll be able to try Learn too.
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