90-Day Agenda for New Managers

A 90-Day Agenda for New Managers

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 responsible for the performance (and deliverables) of your entire team. Hopefully you have an opportunity to participate in a new manager training program but, if not, here is a 90-Day Agenda for New Managers based upon people manager assessment center data to follow that will get you started off on the right foot…

1. 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 matters most to them. Know their strengths and what they like to do…both on the job and in their time off. These are 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 value their unique contribution and give them work that keeps them engaged and on a positive path.
2. Give timely, regular, and honest feedback
   Stay in close touch so you are available to coach your team members as needed. Constructive feedback delivered on a regular basis that is straightforward, fair, and relevant will signal what you expect of them and show 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.
3. 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 their goals and accountabilities and have a clear line of sight into how that translates into organizational success? 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.
4. 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 workplace politics.
5. Open the door to suggestions for your own improvement
   Just as you deliver feedback to your direct reports, be open to feedback from your team. 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 Feedback is a great way to solicit honest feedback for your own improvement.

To learn more about an important component of a 90-Day Agenda for New Managers, download 7 Immediate Management Actions to Create Alignment with Goals