First-Time Managers: Understanding and supporting a key population for organisational performance and transformation
What happens when over 4,000 first-time managers and 400 HR leaders across the globe speak up about leadership? You get a pulse check on management like never before. Welcome to the Cegos 2025 International Barometer. Lizzie Finch shares the insights.
In a world of hybrid working, digital acceleration, and growing pressure for purpose-driven business, the role of the manager is evolving. But how prepared are those stepping into leadership for the first time? The Cegos 2025 International Barometer set out to answer just that, capturing insights from over 4,271 first-time managers (having taken on a managerial role less than 2 years ago) and 441 HR Directors or Heads of Training from across 10 countries. The results offer a clear — and sometimes surprising — picture of what modern management really looks like today.
The Current Landscape of Leadership
The modern workplace is in flux. Hybrid working, rapid tech adoption, and growing expectations around wellbeing, inclusion, and purpose have reshaped what it means to lead. While many employees still aspire to manage, 69% of first-time managers actively chose the role, organisations find it harder to spot and support emerging leaders. HR professionals say identifying candidates with the right behavioural skills is one of their biggest challenges, with 42% struggling to recruit first-time managers. At the same time, new managers are facing increasing workloads, rising complexity, and the delicate balancing act of leading people while delivering performance. It’s a high-stakes, high-potential moment for leadership.
Who Wants to Manage, and Why?
The top motivations for stepping into a management role were practical and purposeful: better compensation (37%) and the opportunity to solve problems in daily operations (also 37%). Interestingly, only 28% of respondents were motivated by climbing the corporate ladder, contrary to what 44% of HR professionals believed. This has resulted in a dialogue gap between HR assumptions and what first-time managers are truly seeking. Bridging this gap could open the door to more targeted support and career development pathways.
Support Makes the Difference
It’s encouraging to see that 74% of new managers reported receiving some form of support when stepping into their role, with 56% receiving training before they even began. This early investment appears to pay off, with 95% of respondents saying they feel clear about their responsibilities and equipped to lead, expressing high levels of confidence across areas like team leadership, onboarding, communication, and even inclusion and diversity.
The Reality of the Role
That said, the transition isn't without its challenges. Two-thirds of first-time managers (67%) report a steady increase in workload, and 47% say they lack time to support their teams on interpersonal development. Pressure from urgent tasks, shifting work habits, and managing intergenerational teams also emerged as day-to-day difficulties. Despite these hurdles, managers remain optimistic and motivated: 89% believe they are performing well in their role, and 77% would recommend management to others.
A Shift in Skills
What do new managers and HR agree is most critical for success? Leadership, communication, and strategic decision-making top the list. But soft skills like empathy, stress management, and feedback delivery are also climbing in importance. In an increasingly complex world of work, technical skills alone are no longer enough – human-centred leadership is becoming the new standard.
A Generation Stepping Up
From embracing AI tools (77%) to contributing to CSR efforts (77%), first-time managers are showing that they’re not just operational leads, they’re agents of transformation. They’re eager to contribute, ready to learn, and navigating a complex role with resilience and positivity. With the right preparation, support, and continued dialogue between HR and leadership, this generation of managers is poised to lead with purpose, agility, and impact.
The Cegos Barometer reveals a clear picture: today’s first-time managers are stepping into their roles with purpose and determination. They’re driven by a desire to solve problems, support their teams, and make a meaningful impact. While the role comes with challenges: rising workloads, limited time for team development, and the risk of isolation, the appetite to lead remains strong.
With 89% feeling effective and 77% recommending the role, it’s clear that, when supported early and equipped with the right skills, first-time managers can become powerful drivers of performance and change. The opportunity for organisations? To continue investing in their growth, because the future of leadership is already here.
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