A 90-Day Agenda for Success as a New Manager
It is up to you as a new manager to guide and support your team on its path to success.
No longer an individual contributor responsible for your own contributions to the organization, you are in a position of authority and you are responsible for the performance of your entire team. Hopefully you have an opportunity to participate in a new manager training program but, if not, here is an agenda to follow that will get you started off on the right foot…
Get to know your team members as individuals.
It is critical for your success as a new manager to build trusting relationships with each member of your team. Know what triggers them. Know their strengths and what they like to do…both on the job and in their time off. These are to be your companions and teammates throughout each work day. The better you listen to their wishes, needs and concerns, the better equipped you will be to give them work that most satisfies them and to keep them engaged and on a positive path.
Give them timely, regular and honest feedback.
Stay in close touch so you are available to coach your team members as needed. Feedback delivered on a regular basis that is straightforward, fair and relevant will show your team what you expect of them and that you care about their success. Support their efforts to fulfill expectations, be available to answer any questions, and praise them as they deliver the results you seek. Everyone’s contribution is needed to reach the team goal. Make sure you appreciate each team member’s efforts toward that end.
Share what you know.
As a new manager, you will be privy to more information about the organization than your employees. What you know should be shared. Can each team member articulate the company vision and purpose? Does each team member understand and commit to the organizational goals? The best leaders do not withhold information but answer questions directly and honestly. This is the way to ensure a team’s trust and cooperation.
Never play favorites.
Sure…some team members will demand more of your time than others, whether they prefer to be closely supervised or they need more support to do their job well. But no team member should feel neglected or disrespected. Treat people fairly and avoid unhealthy politics.
Open the door to suggestions for your own improvement.
Just as you deliver feedback to your team, be open to feedback from them. Ask them now and then how you are doing as a new manager and be ready to make some adjustments to your own behavior as you expect them to adjust theirs. An annual 360-Leadership Review is a great way to solicit honest feedback for your own improvement.