Disclaimer: This blog provides general guidance and does not replace legal, financial, or HR advice. Each small or medium-sized business (SMB) is unique, so consult professionals for specific solutions. Sources include Gallup, SHRM, Gartner, and Harvard Business Review, plus real SMB experiences.
Table of Contents
- Your manager, your advantage: why it matters
- The meltdown: cost of a poor managerial hire
- Focus your lens: key pointers for hiring
- Ten essential qualities for a new manager
- Extra traits for certain SMB scenarios
- Hire right: a proven approach
- Help them thrive: orientation and ongoing support
- The pitfalls: how to dodge them
- Try RosterElf: lighten the load
- Your next moves and final tips
What to look for when hiring a new manager: 10 must-have qualities
When an SMB hires a manager, the stakes are high. If that manager cannot unite employees, the operation suffers fast. Large corporations might buffer poor leadership for a while; smaller ones feel repercussions immediately. Hence, what to look for when hiring a new manager is critical.
This article blends leadership best practices and HR insights, covering:
- Key traits that define great managers
- Practical tips on structuring your hiring process
- Actionable advice for onboarding and supporting your chosen manager
Although industry expertise can help, soft skills—like decisive thinking, empathy, and clear communication—often determine how well a manager leads close-knit teams. Morale and efficiency hinge on open, supportive leadership.
Reading further, you’ll discover how to avoid hiring pitfalls and smoothly integrate your new manager. Effective leadership fuels innovation and loyalty—two major advantages for a smaller business.
Quick thought: Name three issues you want solved (e.g., roster chaos, time theft, staff turnover). As you read, relate each tip to those concerns.
1. Your manager, your advantage: why it matters
a. Multi-role demands in an SMB
Larger firms may narrow a manager’s tasks, but SMBs often need them to wear multiple hats—staff scheduling, daily ops, strategy, and customer relations. This calls for varied leadership abilities.
b. Retention and morale on the line
Gallup notes managerial style can heavily influence employee engagement. In a small team, one manager’s approach makes or breaks staff satisfaction, affecting turnover.
c. Slim margins for mistakes
One oversight—like forgetting a big client or messing up rosters—can sap an SMB’s funds. A careful approach to what to look for when hiring a new manager prevents daily and long-term issues.
d. Protecting a tight-knit culture
Smaller workplaces pride themselves on a personal vibe. A misaligned manager may deflate staff spirit, while a good match raises enthusiasm daily.
e. Speed meets data
Indecision drains time in lean teams. Gartner warns that dithering can waste crucial chances. Quick, logical decisions keep momentum afloat.
f. Growth hinges on leadership
If you plan to expand—new services, extra locations, or additional hires—managers handle staff training, refine processes, and push creative ideas.
Key takeaway: Managers in SMBs juggle day-to-day tasks and strategic goals. Hiring one aligned with your culture, covering multiple duties effectively, and leading openly fosters ongoing stability and potential expansion.
2. The meltdown: cost of a poor managerial hire
Large organisations might mask a weak manager temporarily, but SMBs feel the damage sooner:
- Staff turnover: Employees leave if they dislike the manager, crippling small teams.
- Lost productivity: Unclear directives or delays hamper progress, cutting into revenue.
- Culture crash: One toxic manager can ruin the supportive environment staff love.
- Financial strain: Replacing managers, training, or losing clients drains limited budgets.
- Local rep dip: Negative stories spread fast, impairing future hiring or sales.
Action: Gauge how turnover or slowed projects affect quarterly finances. This clarifies why a strong managerial hire is so critical.
Bottom line: A mismatched manager undermines morale, stifles progress, and drains profit. Awareness of these dangers encourages a deliberate, methodical hiring plan.
3. Focus your lens: key pointers for hiring
When clarifying what to look for when hiring a new manager, three focal points often arise:
- Leadership abilities: Skills like decisiveness, empathy, communication, trust unify smaller, collaborative teams.
- Cultural fit: A manager aligned with your environment (like a bustling hospitality venue or a formal council program) supports team harmony.
- Sector insight: Enough familiarity to make swift, sound calls, though deeper technical knowledge may reside with specialists.
Next, we’ll explore ten pivotal qualities often sought by SMBs. Identify those tackling your greatest hurdles—like high turnover, chaotic rosters, or marketing expansions.
Pro tip: Prioritise these traits by your biggest concerns. If scheduling is the main headache, emphasise “focus” and “decisiveness.”
4. Ten essential qualities for a new manager
Below are ten core attributes highlighted in HR literature, leadership research, and success stories of small businesses, plus tips to assess each.
4.1 Communication: clarity or chaos?
Why it matters: In small teams, withheld or unclear info fosters confusion. Harvard Business Review ties poor communication to multiple project breakdowns.
How to spot: Ask them to simplify a complex policy for a novice audience. Note clarity vs. rambling.
Action: Check references about adapting speech for diverse staff or leadership levels.
4.2 Trustworthiness: skip second-guessing
Why it matters: Managers deal with rosters, budgets, staff details. Lack of trust leads to micromanagement.
How to spot: Present a moral dilemma: “Did you ever choose honesty despite personal risk?” Cross-check references meticulously.
Action: Openness about past errors shows real integrity.
4.3 Loyalty: no more short stays
Why it matters: Repeated managerial turnover rattles staff, halts projects, drives up recruitment costs.
How to spot: Study prior job durations. Ask about their two-year vision at your SMB.
Action: If expansions loom, see if they’re eager about leading bigger undertakings.
4.4 Decisiveness: no time to dither
Why it matters: Small ventures depend on fast, data-driven decisions. Indecision can stall progress and sap staff morale.
How to spot: “Share a time you acted swiftly on partial data. Which info did you deem crucial?”
Action: Scenario test: “Two staff quit mid-peak—how do you handle coverage now?”
4.5 Empathy: staff want to feel heard
Why it matters: Close-knit workplaces benefit from managers who genuinely understand staff pain points. Empathy defuses conflicts, boosting retention.
How to spot: “Describe supporting an employee under heavy stress. What steps did you take?”
Action: Let potential direct reports talk with them. Observe authenticity of care.
4.6 Focus: keep vital tasks visible
Why it matters: Managers face daily fires, staff demands, and strategic aims. A systematic focus saves crucial duties from falling through the cracks.
How to spot: “Explain your day/week organising style—time-blocking, digital lists, or checklists?”
Action: Try an in-basket task with multi-priority items. Gauge their sorting logic.
4.7 Drive: unstoppable momentum
Why it matters: Local competition or staff flux test resilience. Driven leaders maintain positivity and results.
How to spot: “What was your toughest professional goal? Did you exceed it?”
Action: “If a top client halves orders, what immediate steps do you propose?”
4.8 Creativity: do more with less
Why it matters: With limited budgets or tough local rivalry, inventive solutions help your SMB stand out—be it marketing angles or operational tweaks.
How to spot: “We need to cut overhead by 10%—how, minus layoffs?”
Action: Pose a puzzle relevant to your SMB. Assess if ideas are original yet viable.
4.9 Commitment: see big tasks through
Why it matters: Major changes—like adopting software or expansions—fail if a manager ditches halfway.
How to spot: “Talk about a multi-phase project. How did you adjust when plans pivoted?”
Action: References confirm they stayed involved till final results, not just early hype.
4.10 Optimism: bright but realistic
Why it matters: Staff shortages or unexpected costs can rattle small teams. An optimistic leader, grounded in data, keeps morale alive.
How to spot: “What big setback did you face, and how did you sustain morale?”
Action: References should confirm positivity matched with real constraints, not naive cheerleading.
Table 1: 10 new manager qualities at a glance
| Key quality | Focus / definition | Why it matters for SMBs |
|---|---|---|
| Communication | Clarity in directions, feedback, updates | Reduces confusion, boosts engagement, aligns staff on shared aims |
| Trustworthiness | Transparent with data, budgets, staff info | Lowers micromanagement, sustains morale, fosters open dialogue |
| Loyalty | Seeing projects through without jumping ship | Minimises turnover disruptions, grows staff confidence |
| Decisiveness | Swift, logical decisions | Avoids delays, capitalises on time-sensitive opportunities |
| Empathy | Genuine care for staff struggles, supportive listening | Builds loyalty, curbs conflict, boosts retention |
| Focus | Systematic task sorting, goal prioritisation | Keeps crucial duties from being lost amid daily pressures |
| Drive | Inner motivation, resilience under constraints | Maintains momentum in local competition or staff changes |
| Creativity | Resourceful solutions for budget or operational obstacles | Overcomes resource limits, differentiates your SMB from rivals |
| Commitment | Following tasks to tangible outcomes | Ensures big initiatives aren’t abandoned mid-implementation |
| Optimism | Positive but realistic mindset | Maintains morale under strain, fosters solutions-based thinking |
5. Extra traits for certain SMB scenarios
For a pizzeria, bowls club, or barbershop, you may need further skills:
- Hands-on knowledge: If the manager covers frontline tasks
- Financial awareness: Checking labour costs or overhead day to day
- Local networking: Partnerships or community events grow brand exposure
- Conflict resolution: Tiny rosters magnify disputes, so quick mediation helps
- Stress tolerance: Seasonal swings or staff shortages call for calm leadership
Tip: Factor these into final interviews or scenarios if your SMB context needs them—like verifying everyday proficiency for a cafe or local alliance skills for a council project.
6. Hire right: a proven approach
Knowing what to look for when hiring a new manager is half the solution. An SMB-focused process completes it:
6.1 Define your success profile
Why it helps: Aimless hiring fosters guess-based picks. A success profile streamlines clarity.
Steps: Select 3–5 goals (e.g., cut turnover, adopt auto shift swaps, lift revenue). Centre interviews and references on them.
Action: Write a short statement: “In 12 months, our manager accomplishes X, Y, Z.”
6.2 Scenario-based interviews
Why it helps: SHRM promotes scenario-based queries for deeper insights over superficial talk.
Steps: Draft 1–2 behaviour-driven questions per trait. Use them uniformly, rating systematically.
Action: Combine numeric scores with interviewer notes for a fuller final decision.
6.3 Role-play or in-basket tasks
Why it helps: Practical tasks show how they handle real or timed constraints beyond interviews.
Ideas: “A major booking cancels—how do you reassign staff?” or an in-basket with tasks of varied urgency.
Action: Tailor tasks to your environment, like a sports club or fitness studio.
Table 3: Steps for structured hiring
| Step | Action | Outcome |
|---|---|---|
| Define success profile | 3–5 aims (reduce turnover, refine rosters, lift revenue) | Aligns hiring with actual business objectives |
| Scenario-based interviews | Behavioural Qs for chosen traits | Uncovers real abilities, not superficial chatter |
| Tests & role-play | Real or simulated tasks, in-basket exercises | Shows genuine performance under time/data pressure |
| Reference & background checks | Contact ex-managers, direct reports | Verifies achievements, avoids inflated claims |
| Values alignment | Pose culture Qs, staff–finalist meets | Ensures synergy or flags mismatch with your ethos |
| Timely decisions | Outline pipeline, keep candidates in the loop | Keeps top applicants engaged, prevents them choosing faster offers |
6.4 Thoroughly check references
Why it helps: SMBs can’t afford a disastrous managerial hire. References confirm or counter the candidate’s story.
Steps: Ask ex-bosses or direct reports about tasks like leave management or time clock setups. Validate large claims.
Action: A quick call or email might catch inflated achievements.
6.5 Cultural synergy checks
Why it helps: A manager mismatched with your culture can quickly demoralise staff, raising turnover.
Strategies: “Which of our values resonates? Why?” Let staff meet finalists to sense synergy.
Action: Indicate if your workplace is formal, casual, or in-between for candidate self-assessment.
6.6 Move fast on standout finalists
Why it helps: Gartner says slow recruitment repels top talent with competing offers.
Steps: Plan each step (advert, interviews, checks, final pick) early. Keep prime applicants engaged with updates.
Action: If someone excels, expedite. Prompt offers can block them from going elsewhere.
Key takeaway: A well-structured pipeline (scenario-based queries, references, culture checks) combined with SMB agility (shorter interviews, faster final picks) finds the best manager fit.
7. Help them thrive: orientation and ongoing support
A job offer isn’t enough. Onboarding and consistent help ensure a manager succeeds in a smaller environment.
7.1 Outline the first 90 days
Department overview: Show them each role or department. Early goals: Set 30-, 60-, 90-day targets (roster refinements, skill-based scheduling, etc.).
Action tip: Provide a short onboarding doc listing tasks, staff contacts, and logins for needed software.
7.2 Training and development
Tool demos: Guide them on staff availability or payroll integration. Leadership growth: Suggest local meetups or short online courses for fresh ideas.
Suggestion: Even a small training budget can sharpen leadership, earning staff trust.
7.3 Regular feedback and metrics
Check-ins: Weekly or fortnightly reveals minor issues (time theft, coverage gaps). 360-degree approach: Gather insight from peers, subordinates, and management.
Action tip: Track staff turnover, monthly revenue, overhead, or timesheets to gauge early managerial impact.
7.4 Mentors and peer networks
Internal mentor: A seasoned staffer can share cultural “unwritten rules.” External groups: Advise local business circles or digital communities for problem-solving.
Practical advice: Structured mentoring cuts guesswork, speeding adaptation in the manager’s first months.
8. The pitfalls: how to dodge them
Even with a robust plan, certain mistakes can derail hiring:
- Over-focusing on one skill: Great sales alone doesn’t ensure overall leadership success.
- Promoting a star individual: A top performer may lack mentoring or conflict-resolution skills.
- Skipping references: Claims could be inflated or untrue, risking a bad hire.
- Weak onboarding: Manager left guessing frustrates staff expecting quick improvements.
- Ignoring culture: Style clashes push employees away fast.
- Slow final picks: Top contenders can accept other offers more quickly.
Action step: Keep these pitfalls in view during screening, interviews, reference checks, and final selection to remain diligent.
Table 2: Pitfalls, impacts, and quick fixes
| Pitfall | Impact | Prevention tip |
|---|---|---|
| Over-focusing on one skill | Misses broader leadership or cultural alignment, harming morale | Use multi-trait, scenario-based interviews |
| Skipping reference checks | Inflated achievements remain unchecked, risking a poor managerial fit | Always confirm with ex-managers, direct reports |
| Weak onboarding | Manager wastes time, staff sees little improvement quickly | Provide orientation docs, short-term goals, hold check-ins |
| Ignoring cultural alignment | Rapid staff disengagement if manager’s style conflicts with your ethos | Pose culture Qs, staff–finalist meets |
| Delayed hiring decisions | Top applicants take faster offers | Outline timeline, keep prime candidates in the loop |
9. Try RosterElf: lighten the load
Once you’ve picked your manager, you may seek to reduce employee scheduling hassles so they can prioritise leadership duties. Numerous SMBs compare employee scheduling systems or roster apps, finding RosterElf among preferred Deputy alternatives or Tanda replacements. It’s also recognised as an effective rostering system in Australia.
RosterElf helps cut admin time, reduce labour costs, and improve employee accountability. It tackles time theft and supports skill-based rostering, complying with Fair Work standards. You’ll also find free HR tools, a complimentary roster template, and info on team-building activities. If you need a staff availability template or an Australian scheduling guide, RosterElf has you covered.
Key features span payroll integration, a time clock app, built-in budgeting, staff availability tracking, and leave management. Managers can apply auto shift swaps using intuitive scheduling software with award interpretation. The RosterElf app also manages time and attendance, deeper workforce management, and employee roster software. Visit RosterElf.com for full details.
Check it out: If you’d like to see how RosterElf streamlines scheduling—letting your manager concentrate on leadership—try their free sign-up.
10. Your next moves and final tips
This post references Gallup, SHRM, Gartner, and Harvard Business Review, plus SMB examples. It does not constitute legal or financial counsel. For specific advice, consult HR or legal professionals.
Recap
- Manager advantage in SMBs: They juggle daily tasks and broader leadership roles.
- Cost of a poor hire: Turnover, cultural damage, and lost revenue affect small teams heavily.
- Ten must-haves: Communication, trustworthiness, loyalty, decisiveness, empathy, focus, drive, creativity, commitment, optimism.
- Hiring structure: Behaviour-based interviews, scenario tasks, references, and culture checks.
- Onboarding & support: Even the best manager needs clarity, training, and regular check-ins.
- Pitfalls: Don’t ignore references, focus on one skill alone, or take too long offering the job.
Final thought
A systematic hiring plan tackles immediate staff issues and shapes future success. The right manager addresses day-to-day conflicts or scheduling pain while fostering innovation and employee loyalty. Though it needs dedicated effort—scenario queries, reference checks—the payoff (reduced turnover, smoother processes, steady revenue) often validates the diligence.
Next steps
- Make a hiring timeline: Advert, interviews, references, offers—keep it concise to secure prime contenders.
- Leverage staff insights: Their take on cultural fit or potential flaws can be invaluable.
- Stay flexible: A candidate’s unique asset might reshape the role advantageously.
- Track early success: Check staff churn, monthly sales, or morale for your manager’s initial influence.
By integrating E-E-A-T (experience, expertise, authoritativeness, trustworthiness), using RosterElf for scheduling, and offering a solid onboarding plan, you demonstrate a commitment to quality leadership and everyday efficiency. This impresses staff, reassures clients, and builds a sturdy foundation in a competitive marketplace.
Best of luck choosing a manager whose style matches your culture and solves your core challenges. With structured recruitment, transparent interviews, and the right technology, you’ll bring in a leader who unifies your team, confronts operational hurdles, and empowers your SMB for ongoing growth.
