Dear Yogesh,

I’ve recently taken on the role of Head of Sales at a growing marketing services firm, and I’m thrilled about the opportunity to drive the company’s future success.

However, my new team is quite young, and some of them are just starting out in their professional careers. I’ve always managed more senior-level salespeople, so leading individual contributors, especially those at the beginning of their careers, is a new challenge for me. On top of that, I’m finding it difficult to engage and motivate them, particularly because they seem to get frustrated easily, struggle with deadlines, and don’t respond well to negative feedback or criticism.

I’ve also noticed they seem to take advantage of the company’s flexible time-off and work-from-home policies. I’m feeling the pressure to help them develop into strong team members, but it’s starting to feel like the effort isn’t worth it. Part of me thinks it might be easier to replace them with more experienced professionals. Any advice before I throw in the towel?

Inder

Dear Inder,

First of all, congratulations on your new role! It’s natural to feel a bit uncertain when leading a new team, especially when the group is at the beginning of their careers. Transitioning from managing senior professionals to guiding newer, less experienced team members can be a significant adjustment.

The frustrations you're noticing—struggling with deadlines, handling pressure, and difficulty with feedback—are common challenges, especially for those in the early stages of their careers. Keep in mind that your team members are likely just as nervous as you are. If you think back to when you first started your career, I’m sure you experienced similar growing pains. Putting yourself in their shoes and being empathetic to their situation will help you better understand how to support them.

It seems that part of the issue might be a lack of communication. Have you had an open conversation with your team about the challenges they’re facing? They may be reluctant to come forward with concerns because they don’t want to disappoint you. Try opening the conversation with something like, “I’ve noticed you’ve been having trouble with deadlines. Can you share what you think might be causing the delays? How can I help you get back on track?” This approach signals that you’re there to support them, not just critique them.

As for feedback, it’s important to recognize that no one, at any stage of their career, enjoys hearing that they’ve made a mistake. The key to improving their response is creating an environment where they feel safe to learn from their errors. Instead of just pointing out what went wrong, show them how to fix it. When you express that you're invested in their growth, they will be more likely to come to you with challenges and be open to your feedback.

When it comes to flexible work policies, it’s essential to set clear expectations. For example, you could clarify, “I’d like you to be in the office Monday through Wednesday, and you can work from home on Thursdays and Fridays if that suits you.” Having this structure will help you ensure they’re getting the balance between flexibility and productivity that benefits both them and the company.

As for flexible time off, this is a bit more nuanced. If your team members are taking too much time off, it’s important to have a direct conversation with them. Make sure they understand the expectations around time management, but also recognize that a reasonable amount of flexibility can boost morale and help maintain a positive work culture.

It’s easy to get frustrated when things aren’t going as expected, but before you decide to “bail” on your team, it’s worth investing some time and effort into these conversations. They might be struggling because they need more guidance and support, not because they lack the ability to succeed. With the right structure, communication, and leadership, they can grow into valuable contributors to your team.

I’m confident that with a bit of patience and open communication, you’ll find ways to lead your team to success.

Best wishes,

Yogesh