Here’s what’s tough about growing new managers: There’s no time and no budget. Most training and development is targeted to senior-level leaders. They may be viewed as having more significant challenges or a wider impact on the business, so that’s where the company’s focus, time and money goes.

Yet, by not developing emerging leaders, we run the risk of impacting the business not just now, but also in years to come. Untrained managers, the ones who don’t receive fundamental lessons on leadership and managing others from the start, grow into untrained mid-level managers, who then grow into untrained senior-level managers. The incompetency follows them as they rise through the ranks. That’s a dangerous consequence.

It’s critical to invest your training and development efforts is in this tier of talent. New managers impact a significant part of a company’s operations, and instilling a solid managerial acumen from the start will pay dividends as they grow with the company.

Here are a few tips to help you grow your new managers:

1. Acknowledge the switch.

Most likely, you’ve just taken your highest achiever and promoted him or her to a manager. Be aware that this change may be a brutal switch for some. Even if an employee was stellar as an individual contributor, chances are he or she won’t be instantly stellar in this new role. Acknowledge that a pretty significant change has just occurred, and be aware of what help the employee might need from you in his or her first few weeks.

2. Be patient.

Learning how to manage other people can be tough for first-timers. Some people are more naturally talented as leaders, and their abilities will grow quickly. Others aren’t. Exercise patience as your managers learn and practice in this new role. It takes time to feel confident in any new arena, and managing others is no exception.

3. Cultivate a community.

New managers have a lot of new challenges, and without a solid support system, they may stumble more than necessary. Create a community of new managers that serves as a learning and mentorship resource. One employer created a new manager lunch group that met monthly. The group offered ideas and support for one another as they all were starting their management journey. New managers want to grow and learn with peers at their level, and having a group to tap into gives them that access without over-relying on their boss or HR.

4. Fill their tank.

Investing in new managers can take many forms, including mentorship, training or online resources. Fill the tank of your emerging leaders, and you’ll start to see higher levels of individual success. Most importantly, they’ll feel valued. Employees who feel invested in stay longer; millennials especially, to the tune of 87 percent, rate “professional or career growth and development opportunities” as important to them. Make employee development a priority this year. It’s not enough to pay a competitive salary. Employees want an investment in their growth even more.

5. Paint a picture of success.

All new managers truly want to succeed, yet they just might not know how. Paint a picture of what management success looks like by telling them exactly what is expected of them in this new role. Review their job description and meet regularly to set goals to have a conversation with them about where their career is headed.

Entry-level employees are more effective and engaged when they’re working toward goals. In fact, Gallup finds that 72 percent of millennials who strongly believe that their managers help them set performance goals are engaged. When employees have a vision of their ultimate success, they’re motivated and inspired to achieve it.

By growing and developing new managers, you’ll provide them with the skills to bolster their career. Investing in your new managers doesn’t have to prove costly or time intensive, and these tips help show you how.