So you’re a new manager. Maybe you just received a promotion or you’re totally new to an organization. In many cases you may be inheriting a new team along with all the good, bad and ugly baggage that comes along for the ride. It can be pretty daunting, but there are a few simple things you can do to make the transition much easier for both you and your new team.
1. Keep your mouth shut and listen a little
Listening and giving your new team members a chance to share their thoughts is probably one of the best first moves you can make. In many cases, a change in leadership can make people very nervous. Giving people a chance to tell their story about personal experiences as well as their ideas about the team, company, history, etc. can be very eye opening. As with many things in life, giving people a voice and allowing them to express themselves is a critical first step in developing both respect and credibility. Use your judgement here. Sometimes you’ll want to do one on one sessions while other times small groups of employees chatting may yield better results.
2. Share information about yourself and your management style
Once you’ve listened to your team, follow that up by sharing information about yourself. If you don’t think people are “Googling” for information about you, you’re sorely mistaken. Make sure you take the time to share the facts. You don’t need to share every detail of your life, but make sure you give people enough information so they can relate to you as a human and not just a figure head. The best managers are those that have a connection with their team.
Beyond sharing a little personal information, this is usually a good time to give people a heads up on your management style. Are you a collaborator? Do you prefer email over voice mail? When are you most productive? What are your strengths and weaknesses? These sorts of details can help build credibility, as well as help your new team members gain important context about why you are the way you are.
3. Don’t rush to change everything by the end of the first week
By this point you’ve listened to your team and probably have some initial ideas on what you might want to change or new ideas and concepts you want to introduce. Rushing in and quickly forcing changes can be one of the worst things you can do as a new manager. Yes it is important to have a mandate and to get down to business, but many new managers forget that they are missing a lot of the finer detail and context they need before making big decisions. Even if you think you have all the puzzle pieces in order, taking a collaborative and moderate pace to initial changes. Moderation minimizes the shock factor and also ensures that you have a chance to confirm your assumptions before rushing into anything.
4. Once things have been rolling for a quarter, let your team give you a review
A reverse review where you let your team (or specific team members) give you a performance review after the first 3 months worth of work is an excellent way to make sure things are operating as expected. 3 months is typically enough time for everyone to figure eachother out and work together on atleast a few projects. This reverse review is meant to give your team members an opportunity for a safe and frank discussion on what they like and maybe don’t like about working with you as their manager. The point of the reverse review is to facilitate self awareness on your behalf as the manager. A self aware manager is able to take this constructive feedback and make any necesary adjustments to their leadership style if required.
Keeping these 4 simple tips in mind should make the transition from “new guy” to credible and respected manager much easier.