During the Covid-19 pandemic working remotely became the norm for the majority of working adults, and even though it’s now two years on, hybrid working is very much here to stay for many businesses in the UK.

In fact, a recent survey commissioned by Microsoft UK and YouGov, revealed that over 50% of workers in the UK that currently have the option to work remotely, as well as in the office, would actually consider quitting their job if the option of hybrid working was removed. 

There are obvious benefits for employees being able to work remotely, however, having multi-site teams could mean that first line managers are no longer getting the same one-on-one time with their upline as they previously did prior to the pandemic. This in turn means the level of support, training and mentoring that they once received is far less as a result. 

April is Stress Awareness Month and Stefan Avramtchev, a business and leadership coach and Founder of Just Promoted, is concerned that with many new first line managers now managing multi-site teams and working remotely themselves as a result of the pandemic, they are now facing unhealthy levels of stress and anxiety as they battle to make it successfully through their first and most difficult leadership transition. 

Stefan, who writes and coaches to motivate and encourage aspiring professionals to become the authentic leaders their teams deserve said: 

“There is a real gap when it comes to the support available to first line managers – especially in a post-pandemic world – and I’m concerned that there will be many who will buckle under the added pressure that hybrid working brings.”

“When young leaders are at the onset of their career, they are blissfully unaware of the pressures they will come up against. As their own managers are often caught up in a struggle of their own kind, most of the time they are left to struggle through the pressure with little to no support,” adds Stefan. 

As we look to the future of how we work in the UK, much more support is needed for first line managers in order for them to be successful in their job role of managing employee engagement and team performance, as well as overseeing leadership succession and  achieving those all important key performance indicators. 

“Businesses need to bridge the gap in the support offered to new first-line managers where it’s most needed. Tailored to their individual journey, this action-oriented, high-accountability coaching grows and activates abilities in young leaders to take action and move boldly through their most challenging career passage,” adds Stefan. 

For businesses wanting to support their new managers, tailored training is a viable option. To book Stefan’s coaching for first line managers click here