If you want a team that trusts each other and gets work done, start by putting the human back in human resources. In this episode of You’re the Boss, Now What, I sat down with Laura O’Rourke, Chief Human Resources Officer at a fast growing university, to unpack how leaders can create a vibrant culture with real flexibility, healthy conflict, and everyday recognition. This guide distills that conversation into practical New Manager Tips you can apply today.

This post is written for first time managers and decision makers who want Coaching for Managers that actually changes Team Dynamics. You will learn How to Build Trust as a Manager, How to Handle Conflict at Work as a Manager, and How to Hold Employees Accountable without losing your humanity.

Work life balance or one life well lived

Most teams treat work and home like separate boxes. Real life does not. Human First leaders acknowledge the whole person. When you ask about the kids’ basketball game or a parent’s appointment, you lower anxiety and increase presence at work. People do better work when they know their life outside the office is seen and respected.

Manager move

• Open one on ones with two minutes of life check in
• Mirror back what you heard and note any support they need
• Transition clearly into priorities for the week

This simple rhythm signals care without sacrificing results. It also helps you How to Be a Better Manager because you are coaching the whole person, not just the task list.

Flexibility without guilt

Hybrid and flexible schedules can create confusion. Your job is to set clear expectations and model what flexibility looks like so employees do not feel punished for using it.

Clarity checklist

• Define core hours for availability
• Define when presence matters on site
• Publish response time norms for chat and email
• Share how exceptions are requested and approved

Model it

• Use your calendar titles to normalize family and health blocks
• Praise visible examples of healthy flexibility during team meetings

When flexibility is defined and modeled, people stop guessing. You reduce resentment and turnover. This is a core play in How to Fix a Toxic Culture.

Icebreakers that build real connection

Connection does not require big budgets. It requires consistent micro moments that help people see each other as humans.

Fast starters you can use this week

• One thing that would never be on your resume
• What is on your bucket list this year and why
• Would you rather have the best parking spot or hit every green light
• Two companies you wish would sponsor you and what that says about your values

Keep it light and fast. You will be surprised how quickly trust grows when people laugh together and reveal a little more of themselves.

Conflict is not the enemy

Avoided conflict becomes gossip and disengagement. Addressed conflict becomes clarity and momentum. Reframe conflict as a tool for alignment.

Use this structure to mediate in 15 minutes

1. Start with the shared goal
   State the outcome both parties want. Anchor to the mission or customer.
2. Name what you appreciate
   Ask each person to name one specific strength the other brings.
3. Describe the friction
   Use observable facts. No labels. Keep it to one issue.
4. Listen in turns
   Give each person uninterrupted time while the other summarizes back.
5. Decide the smallest next step
   One action, one owner, a clear by when. Schedule a short follow up.

This is How to Handle Conflict at Work as a Manager while preserving dignity. When you mediate this way, Difficult Employees often become clearer partners because expectations are not hidden.

Create a safe space before you need it

People will not bring you hard things if the only time they see you is when something is wrong. Safety is built in ordinary moments.

Habits that make you approachable

• Walk the floor daily and say hello with no agenda
• Keep your door open at predictable times
• Send two recognition notes per week to people outside your team
• Invite anonymous questions before big changes or policy updates

When you are visible and generous, employees stop fearing that a visit to you means trouble. This is how you build the pipeline of honest feedback you need to lead.

Recognition that matters

Recognition should feel personal and frequent. Laura’s team uses simple “thanks” cards and tracks them so managers can spotlight wins that might otherwise stay invisible. You can create the same effect with a shared form and a monthly roundup.

Recognition that sticks

• Make it specific to a behavior and its impact
• Share recognition publicly at team meetings
• Follow up privately with a thank you and context about why it mattered

Recognition is fuel for positive Team Dynamics. It reinforces the behaviors you want repeated and makes accountability conversations easier because praise and coaching are both normal.

Performance reviews that do not make people cringe

Traditional reviews fixate on tasks. Human First reviews focus on contribution and belonging.

Upgrade your prompts

• Tell me one contribution this year that made you proud and why
• Share one way you helped someone else feel included and supported
• What environment do you create that helps others do their best work

When reviews elevate meaning, people see how their work supports the mission. This boosts engagement and reduces the day to day friction that erodes culture.

Lead with energy and example

Leaders set the pace. Your team’s energy will rarely rise above yours. That does not mean nonstop hours. It means showing clear belief in where you are going and why it matters.

Energy audit

• Do your words express conviction about the work
• Does your calendar reflect your stated values
• Do you recover visibly with healthy boundaries

Your example reduces Imposter Syndrome in Leadership on your team because people see what credible confidence and recovery look like in real life.

The five conversations every new manager needs

Use these conversations to reset norms and strengthen trust. They will help you How to Lead Effective Team Meetings and How to Hold Employees Accountable.

1. Expectations reset
   Share how you like to work, how you make decisions, and what you expect on communication and deadlines. Ask for their preferences.
2. Role clarity and decision rights
   Map what you own, what they own, and where you decide together. Document this in one page.
3. Feedback agreement
   Ask how they prefer to receive feedback. Share how you will offer praise and course correction. Commit to timeliness.
4. Growth plan
   Identify one strength to amplify and one skill to build in the next quarter. Agree on resources and checkpoints.
5. Team norms
   Define how you run meetings, how you escalate risks, and how you disagree productively. Keep norms visible in every agenda.

Meeting rhythm that protects time and builds trust

Great meetings are short, clear, and end with action.

Simple agenda

• Purpose in one sentence
• Three talking points max
• Decisions needed today
• Owners and due dates captured live
• Sixty second recap before you end

People respect leaders who protect time. This rhythm increases follow through and makes accountability feel fair.

Script library for tough moments

Use these short scripts to keep conversations respectful and clear.

Coaching missed expectations

• “Here is what I observed. Here is the impact on the team. What is your view. Let us agree on one next step by Friday and check in Monday.”

Requesting flexibility with clarity

• “I support you stepping out for the 3 pm pickup. Be offline 2 to 4. Update the channel by 1 with what you will ship today.”

Inviting a different perspective

• “I am leaning toward option A. Who sees it differently. Say more so we can pressure test this before we decide.”

Defusing triangulated conflict

• “I hear your concern. Let us invite Jordan to join us so we can solve this together. I will hold the space and summarize agreements.”

30 day Human First culture sprint

Leaders do not need permission to improve culture. Start here.

Week 1

• Add two minute life check ins to all one on ones
• Publish response time norms for your team
• Send two specific recognition notes

Week 2

• Run a team norms conversation and document the outcomes
• Introduce the simple meeting agenda to all recurring meetings
• Walk the floor three times at different times of day

Week 3

• Mediate one lingering tension with the five step structure
• Clarify decision rights on one cross functional project
• Share one example of healthy flexibility in your team channel

Week 4

• Hold growth plan chats with each direct report
• Review progress with your leader and ask for one resource you need
• Celebrate one culture win publicly and name why it mattered

You will feel the shift. Less guesswork. More honest conversation. Clearer commitments. This is How to Be a Better Manager in one month.

Frequently asked questions from first time managers

How do I stay flexible without being taken advantage of
Set guardrails up front. Publish norms and hold everyone to them. Flexibility with clarity creates fairness.

What if someone refuses to address conflict
Offer mediation with clear rules of turn taking and summary. If they decline, document expectations and move the work forward. Continue to invite productive dialogue.

How do I build confidence when I feel younger or less experienced than my team
Lead with curiosity, preparation, and consistency. Share the why, set clear agreements, and follow through. Credibility compounds fast when people can predict you.

Books to deepen your practice

• StrengthsFinder by Gallup. A fast way to spot and leverage strengths on your team
• The Bible for grounding values and ethics if that aligns with your worldview
• Atomic Habits for building micro behaviors you will actually keep
• High Performance Habits for sustainable focus and influence

Choose one idea. Apply it at work this week. Teach it to your team next week.

Final word

Human First leadership is not soft. It is specific and consistent. See the person. Say the expectation. Protect the relationship while you protect the standard. If you do that on repeat, you will repair trust, raise performance, and build a culture people are proud to be part of.

Listen to the episode

This post is based on my conversation with Laura O’Rourke on You’re the Boss, Now What, a Leadership Podcast for New Managers. If you want practical Coaching for Managers and real stories from the field, subscribe so you never miss an episode.

Work with Desiree Petrich

If your organization needs help with Team Dynamics, How to Fix a Toxic Culture, or building confident new leaders, I facilitate workshops and Coaching for Managers programs on trust, conflict, and accountability. Reach out to get started.