“A successful new manager transition benefits more than just the new manager. Direct reports of managers who receive an impactful onboarding show a 14% increase in performance, 15% increase in intent to stay and 13% increase in commitment to the organization and team.”
says Colleen Adler, Director, Research at Gartner.
Help managers embrace people management
- Conduct regular check-ins with new managers about their understanding of people management and whether that falls in line with the organization’s views. Ask:
- Is your career following the progression you imagined it would?
- Would you rather have been given more responsibility as an individual contributor than being made team manager?
- Do you understand the skills necessary to effectively manage your team? What are some of the resources you are using to develop these skills?
- Help build excitement and confidence for their new role, in addition to ensuring they understand what it entails.
- Seed a start/stop/continue model as it applies to their new role.
- Help identify their top managerial strengths and how to apply them in their new role.
- Prompt them to reflect on derailing management behaviors they’ve experienced and use these to learn how to manage differently.
- Encourage new managers to set up conversations with the previous team manager, their peers and their direct reports.
- Provide a “cheat sheet” on engaging with their network to help them make the best of their conversations and relationships. This can be as simple as a key contacts list with notes as to why each person is important.
Prompt them to work through others
- Educate managers on the importance of sustainable performance and its impact on team performance and satisfaction. Guide managers on how to identify quick wins, and teach their team to do so, too, as part of a collective process.
- Offer up resources on how to grow psychological safety within the team, so that team members are more trusting of each other and are open to hearing new ideas and participating in discussions.