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From human resources compliance to talent acquisition and talent development

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Employment Compliance

We're not lawyers, but we are experienced in managing HR compliance in California.  We are well-versed in federal and CA state law.  We advise CA employers on leaves of absence, strategies for minimizing employment litigation, and DEI initiatives that work!

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Talent Acquisition

The war for talent is ongoing! Finding the right talent is different for every organization, and for most positions, the search can be challenging. We work with you to define key performance indicators for success at your organization and then source and recruit the talent for your organization.

Game Strategy Plan

Talent Development

Discover your "North Star" and then work backward to "build" your way there. We complete a 360 to gain perspective on what the employer, manager, and employee want to see as a result of our training together.  From the collection of data, we then develop an Independent Development Plan for each team member and for the team. 


Servicing all clients across the United States!





  • LinkedIn

Updated: Sep 21

More than a third of office workers at one point considered quitting

because of a bad experience with a new manager.

Like many organizations, there are advantages to promoting from within. The new manager already has developed an internal support group of fellow employees and knows the organizational culture. In addition, the new manager is an expert in his/her field; able to create quality work at every opportunity. But in the first month as a manager, staff are sharing some concerning feedback. New managers, no matter the industry or years of experience, face some common challenges.

If you're a new manager, or you're about to be promoted to a managerial role, this blog is for you. Sustainable Inner Power is here to help you make the transition to management as smooth and successful as possible.

First time managers often lack the experience and skills necessary to effectively lead and motivate their teams. This can lead to a number of problems, including:

  • Micromanaging: First time managers may be overly controlling and critical, which can make employees feel micromanaged and stressed out.

  • Lack of clarity: First time managers may not be clear about their expectations, which can leave employees feeling confused and uncertain about what is required of them.

  • Lack of trust: First time managers may not be able to build trust with their team members, which can make it difficult to get things done.

  • Unfair decision-making: First time managers may make decisions that are not in the best interests of their team members, which can lead to resentment and frustration.

How can you help make the transition better for both the new managers and employees working with them? Here are some suggestions:

  • Managers should not assume they know everything, nor should others expect them to know it all. Be confident that you are the right person for the role, but assume you know nothing and tackle each situation with curiosity. Ask questions, even if you think you know the answer.

  • One challenge with promotions is one may lead former peers. This can be intimidating, initially awkward for both parties and hold up productivity. Companies can embed this practice into their culture with clear job roles, career paths and performance metrics while also proactively verbalizing how these new relationships are desired and required for business to evolve and succeed.

  • Employers should provide their new managers with the necessary resources and training to equip them with the skills they need to lead effectively.

  • Companies can help first time managers learn to delegate tasks effectively while still maintaining control over the team’s performance by providing mentorship, training and coaching, as well as clear guidelines and expectations for delegation.

  • First time managers may find it difficult to manage their time effectively. They may be pulled in many different directions at once, which can lead to burnout or poor performance. To avoid this, companies can help first time managers prioritize their tasks and set realistic goals.

If a third of office workers have considered quitting because of a bad experience with a first time manager, that’s expensive. The cost of turnover is much more costly than the cost of supporting and training new managers so that their team doesn’t have bad experiences.

Are you a first time manager or a company with new managers who could benefit from Sustainable Inner Power, please reach out to schedule a complimentary 15-minute meeting. There is a learning curve, which can be made smoother with strong support from the company. As your partner, we work with you to create a successful business!

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