The Challenges of Stepping into Your First Leadership Role
Employment Relations as a New People Leader
I well remember the first time I had a people lead role, it was a proud and exciting moment, but it definitely came with a steep learning curve—particularly when it came to employment relations. Like many new people leaders, this area was a minefield of stress, uncertainty, and second-guessing.
One of the biggest challenges is that you can only bring to the role what you have seenwith a foundation seen before. What was learned from previous managers—some good, some not so great. The problem then is that those examples may not have always been "best practice." Poor habits or outdated approaches can shape how you as a new leader deal with situations like managing performance, addressing behavioral issues, or fostering a healthy team culture.
Then there’s the pressure. You want to "do the right thing" but not necessarily know what that looks like in practice. New Zealand’s employment relations environment are complex, with laws, policies, and guidelines designed to protect both employees and employers. Missteps can lead to costly disputes or strained team dynamics—so it’s no wonder that many leaders find themselves stressed and unsure about how to proceed.
The Balancing Act: People vs. Policies
It can be really difficutl to understand how to balance compliance with employment laws and how to treat team members as individuals with unique needs. This balance requires not just technical knowledge of employment rights and responsibilities, but also strong interpersonal and communication skills.
For example, when a team member’s performance dips, you might hesitate to address it directly, unsure if their approach might come across as too harsh—or not clear enough. On the flip side, you may feel tempted to lean on rigid policies without engaging in a meaningful conversation. Striking the right balance can feel daunting.
Fear of Getting it Wrong
Another common experience for new people leaders is the fear of making mistakes. The weight of responsibility for someone else's wellbeing at work, combined with the consequences of getting it wrong, can be overwhelming. This fear often leads to procrastination, inconsistency, or overthinking decisions—none of which foster strong leadership.
The good news? These challenges are normal, and they can be overcome with the right support.
How to Build Confidence in Employment Relations
Invest in Learning: Leadership is a skill, and like any skill, it takes time and training to develop. Participating in practical, hands-on workshops that focus on employment relations can help build confidence and ensure that leaders understand their legal and ethical responsibilities.
Seek Mentors and Peers: Building relationships with experienced leaders or peers can provide valuable guidance and insight. Learning from someone who has walked the path before can be a game-changer.
Start with Small Steps: You don’t have to get everything perfect from day one. Start by focusing on building trust with your team and practicing open communication. From there, the more technical aspects of employment relations will feel easier to manage.
Practice Self-Compassion: No one gets everything right all the time, and every misstep is an opportunity to learn. Instead of dwelling on what went wrong, focus on how you can improve for next time.
Conclusion
Being a new people leader is tough, but the challenges of employment relations don’t have to define your experience. By seeking out the right training and support, you can navigate the complexity with confidence, foster a positive team culture, and lead in a way that truly inspires.
At Rea Workshops, we’re passionate about helping leaders like you build the practical skills needed to succeed. Our Employment Relations Essentials workshops are designed to simplify the complexities of leadership, equipping you with the tools to make better workplace decisions. Because great leadership isn’t about knowing all the answers—it’s about being willing to learn.