Direct reports of managers who receive an impactful onboarding show a 14% increase in performance and 15% increase in intent to stay. Set your managers up for success from the get-go: GartnerHR HR PeopleManagement
While they may be elated by their promotion or new role, it’s natural for new managers to feel hesitant and lack confidence for a variety of reasons: disciplining a former peer, managing co-workers who are older, avoiding favoritism, admitting mistakes, etc.Conduct regular check-ins with new managers about their understanding of people management and whether that falls in line with the organization’s views.
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.It’s typical for new managers to replicate and amplify the successful behaviors they exhibited in previous roles without understanding that a new management role requires a sometimes difficult shift in the way they work.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.The pressure to drive employee performance and engagement, along with business impact, pushes new managers to try to deliver results as soon as possible.
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.
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