How to Become a Manager: A Guide

Moving into a management role is a big step that requires new skills and a different mindset. To become a manager, you need to build strong communication skills, earn trust from your team and show you can handle bigger responsibilities.

If you’re ready to grow in your career, understanding what managers actually do each day can help you prepare. You can set yourself apart by seeking feedback, asking for more visible projects and learning how to support people in your team. These practical steps are important for anyone who wants to move ahead and become a trusted leader.

Knowing what to expect and how to actively develop your management skills can make the shift easier. Here, our management experts will guide you through everything you need to know on the path to a management role.

To lead a team well, you need a balance of technical skills and interpersonal abilities. Strong management depends on both formal training and practical experience.

Effective managers need to demonstrate a wide range of skills. Key abilities include critical thinking, time management and setting clear expectations for team members. You will often take on tasks such as team building, overseeing project management and organising regular performance reviews.

Emotional intelligence sets successful leaders apart. You must recognise your own emotions and understand how they impact others. This is vital during feedback sessions and difficult conversations. Your management responsibilities might also include shaping team structures and mentoring others.

The table below shows some core competencies:

You must be an effective communicator to lead well. Strong communication skills help you provide clear directions, set goals and manage team expectations. It also means being open to others’ ideas and showing respect for different viewpoints.

Practising good listening is just as important as speaking. By listening, you build trust and encourage team members to share problems early. In addition, clear written communication is needed for project plans, emails and documenting performance reviews.

You can improve these skills by leading meetings, taking part in feedback sessions and working on group projects. Regular team meetings and one-to-ones make sure everyone stays aligned and motivated.

Gaining the right qualifications can boost your career options. Recognised training can show employers that you are serious about your professional development and have real management skills.

Prospective managers should consider courses like the ILM Young Leaders Award, which is aimed at giving aspiring leaders all the skills needed to secure their first management role. Not only is it accredited with the most respected management qualification body in the UK, but it is also underpinned by unique neuroscience insights to give learners an edge over the competition.

One of the most straightforward paths into management is through internal promotions – although that doesn’t mean it’s easy. By showing your current business your willingness to continually learn and improve and taking on a leadership role within your team, you can show what you’re capable of.

Aspiring managers should show initiative and a passion for leadership. You can do this by taking on additional responsibilities and more strategic projects. Work with your own manager to understand how to fit this in with your existing priorities – neglecting your current role won’t reflect well.

Some people find that they naturally take on a mentorship role with younger or less experienced colleagues in their team. This is especially true if your manager is often occupied with higher-level responsibilities. Be sure to document everything you do that goes above and beyond your current role.

To be considered for a managerial role, or to prime yourself to secure a role in management elsewhere, it’s important to set goals that will help you achieve a step up. If you’re taking on more high-level, strategic responsibilities, ensure you have goals tied to those projects and actions.

One goal, for example, could be to take on the role of training all new team members. Not only does this exemplify leadership and communication skills, but it can also allow your team manager to free up their own time, showing you’re ambitious but non-threatening. Work with your own manager, not against them.

Defining a leadership style can help give you more confidence in your performance as a manager. For some people, it will come naturally – leaders with natural people skills and a strong sense of fairness may naturally lean towards democratic leadership.

Others who have naturally taken on the role of mentor or trainer within the team may find themselves suited to servant leadership (which is more positive than it sounds). People who have had to adapt to continually shifting circumstances in their professional or personal lives may find they are naturally a situational leader.

If you don’t have a defined leadership style, it’s worth exploring the different types and understanding which feels most natural for you – but note that you don’t need to be restricted by putting yourself in a box. Learn more about finding your leadership style.

Taking on a management role comes with additional responsibilities that include leading and motivating your team, responding to changing needs at work and playing a larger role in decision-making. You need to understand business strategy, support staff wellbeing and engagement and follow essential legal rules.

As a new manager, your main responsibility is to align your team’s work with the wider organisational objectives. This starts with clear job descriptions and setting expectations so everyone knows what is required of them. You also need to understand business strategy because your team’s tasks connect to the wider goals of the company.

Applying management principles such as the SMART framework – Specific, Measurable, Achievable, Relevant and Time-bound – helps you set clear targets. Using these tools lets you track progress and solve managerial problems quickly. It is important to learn about company policies, employment law, DEI guidelines and even salary transparency laws. These rules shape how you hire, develop and manage people.

Building a high-performing team hinges on selecting the right people, setting clear expectations and promoting open communication. Good team dynamics help everyone work together. Using regular check-ins, feedback and discussing user experience can encourage improvement and innovation.

You should encourage employees to share their ideas and recognise their achievements. Focusing on psychological safety gives team members confidence to speak up and take risks without fear of blame.

To keep staff motivated, engage with them personally and regularly. Understand their challenges, offer help with mental health, and show real interest in their growth.

Managers must handle problems like workplace conflict, stress or low morale. Conflict management skills allow you to resolve disputes directly and fairly. Staying updated on company policies, DEI guidelines and legal requirements helps protect your team.

Promote mental health and well-being by encouraging regular breaks, flexible hours or access to support from the HR team. Creating a culture of belonging and safety helps prevent burnout and boosts employee engagement.

Remember, employee wellbeing is linked to ongoing business performance, shaping both engagement and productivity. Build trust by respecting privacy, offering support and being consistent in all your actions.

Managers are expected to meet certain qualifications, hone specific leadership abilities and take on many responsibilities. Industry experience and formal education and career progression paths also play a part in becoming a strong leader.