UToledo Human Resources

The New Manager Guide supports managers in building the core fundamentals of people leadership.  It blends key manager responsibilities with best practices into one practical, easy-to-use resource.

This guide is designed to help managers:

• • Understand their role and responsibilities
  • Establish strong leadership habits early
  • Lead their teams with clarity, consistency, and confidence

How to utilize the guide:

• • Use this guide as a reference, not a one-time checklist.
  • Revisit sections as questions arise or priorities shift.
  • Adapt your routines (business rhythm), communication style, and tools to fit your role and team.
  • Use this guide alongside additional resources and training opportunities, as needed.

Managers are encouraged to leverage available learning and support resources to complement this guide.

Training Opportunities

The Training Opportunities page provides a centralized catalog of professional development offerings available at The University of Toledo.  Managers can explore a wide range of trainings to support their role, team needs, and ongoing growth.

The following trainings are highly recommended for managers:

• • New Manager Training - Foundational support for individuals new to management or transitioning into a supervisory role
  • Management Series - Skill-building sessions focused on managing people, performance, and workplace challenges
  • Leadership Development Series - Opportunities to strengthen leadership capabilities and grow as a leader

Additional trainings may be selected based on role, experience level, or specific team needs.

Manager Toolkit

The Manager Toolkit provides a centralized collection of tools, templates, and resources to support effective people management.  Organized by key management topics, it serves as a practical, go-to reference for managers navigating day to day responsiblities and people leadership needs.

The Toolkit supports managers in the following areas:

• • Staffing and Hiring
  • Managing People
  • Develping You and Your Team
  • Policies and Process

Resources are designed to be flexible and used as needed, helping managers find relevant guidance quickly and apply it confidently across the employee lifecycle.

Stepping into a manager role requires a shift from focusing on your own work to leading people and enabling team success.  As a manager, your responsiblity is not only to complete tasks, but to create the conditions for your team to succeed.

What it Means to Be a Manager

Managers are responsible for:

• • Leading employees and the work of the team
  • Communicating expectations and priorities
  • Sharing context and the larger picture
  • Providing resources, guidance, and feedback
  • Removing barriers that impact performance
  • Enforcing policies consistently and fairly
  • Hiring, onboarding, and developing employees

Your effectiveness is measured by how well your team performs, grows, and stays aligned.

Manager Mindset

Effective managers:

• • Listen and learn before making changes
  • Lead through consistency and follow-through
  • Communicate clearly and intentionally
  • Own mistakes and adjust as needed
  • Delegate work instead of doing everything themselves

Early Alignment with Your Supervisor

Meeting early and regularly with your supervisor helps clarify expectations and prevents misalignment.  Focus on:

• • Priorities and success measures
  • Decision-making authority
  • Short-term and long-term goals
  • How your leadership supports department/organization outcomes

The First 30/60/90 Days

• • First 30 days: Learn roles, systems, and team dynamics
  • Days 31-60: Clarify expectations, establish routines, and set goals
  • Days 61-90: Adjust, reinforce consistency, and support performance

Common Pitfalls to Avoid

• • Making changes too quickly
  • Avoiding difficult conversations
  • Taking on too much instead of delegating
  • Being inconsistent in expectations or follow-through

Strong leadership starts with understanding your team before trying to change it.  Investing time early builds trust, credibility, and stronger working relationships.

Learn the Work and Your People

Focus on understanding:

• • Individual roles and responsibilities
  • How work flows across the team
  • Current priorities and challenges

Learn the Team Culture

Each team has its own history and norms.  Pay attention to:

• • How decisions are made
  • How communication typically happens
  • What is valued or rewarded
  • What has worked well in the past

Observe Before Acting

Effective managers observe patterns before intervening.  Watch for:

• • Engagement and participation
  • Workload balance or burnout signals
  • Confusion, rework, or missed deadlines

Establish 1:1 Meetings

Regular one-on-one meetings are a foundational leadership practice.  They create space to:

• • Build relationships
  • Clarify expectations
  • Provide feedback
  • Support growth and development

Tip: Use the Employee Meeting Guide Template to plan and run your 1:1 meetings.

Strong managers create sustainable routines that support both results and people.

Business Rhythm

A consistent rhythm helps teams stay focused and aligned.

• • Weekly: Priorities, progress, key meetings, and support
  • Monthly: Trends, workload, key meetings, and development
  • Quarterly: Goals, planning, and reflections

Time Management and Delegation

Effective Managers:

• • Prioritize work that requires leadership attention
  • Delegate thoughtfully to develop others
  • Balance availability with focused work time

Personal Reflection

Regular reflection helps managers adjust and grow.  Taking 5-10 minutes to ask yourself:

• • What is working well on my team?
  • Where are patterns or challenges emerging?
  • What support or resources do I need?
  • What leadership habits do I want to strengthen?