New managers may have a hard time adjusting if they are equipped with the proper tools, tips, and tricks that enable them to reach success. Getting off on the right foot for new managers often sets the tone for the they are managing for the foreseeable future.
Additional Resource
The Ultimate Guide to Training Your Supervisors and Managers
Learn how training your supervisors and managers will help them overcome challenges, motivate those around them, and be more effective in their roles.
Whether you are a new manager yourself, or in a Human Resources role supporting new managers, here’s what new managers should do in their first 30 days:
1. Success is measured differently
Realize and accept that the qualities and knowledge which made someone successful in their last position may have gotten them to where they are now, but the qualities and knowledge they need to be a successful manager may be very different.
Success as a manager will be determined by other skills including the ability to manage work, build and develop a team, resolve conflicts, and solve problems. Recognizing where strengths and weaknesses are when it comes to managerial skills and work to fill the gap.
2. Reflect on past experiences
It may be beneficial for new managers to look back on previous job experiences being in non-managerial positions. Who was the best manager they ever had? What was it that they did well and what can be learned from them? Who was the worst manager they ever had? What was it that they did poorly and how can they learn from someone else’s mistakes?
These are the types of reflections that can influence a leadership philosophy and set the pace moving forward.
3. Establish trust within the team
When trust is built within a team, recruiting support, engagement, retention, morale, productivity, and more are built. It may be surprising just how many positive byproducts that come from building trust with a team.
Trust can be built by getting to know the team and establishing individual professional relationships with each team member. Have frequent one-on-one conversations during the first month to understand the different working styles and use that to build a cohesive team.
4. Training helps
Not all managers are natural-born leaders. New managers (and all managers, really) can benefit from leadership development.
Learning communication tools, performance management tools, the importance of active listening and meaningful conversations, coaching processes, and more can immensely help new managers come into their own, feel comfortable with their leadership style, and ultimately be more successful in their position.
