The way in which you onboard a new manager can make or break the team they are expected to lead. Bringing on a new leader requires more than assigning a new title and office. It means teaching them the ropes, helping them assimilate with an existing team, and providing the right support in order to create a satisfying work experience. When done right, successful onboarding leads to greater retention, higher productivity, and better employee engagement. So, what does effective onboarding look like for a new manager? Here are a few best practices for onboarding that will set any new manager up for success.
1. Introduce Them to Their Team Right Away
As soon as you hire a new manager, you want to introduce them to their team right away as part of their new employee orientation. This gives them a chance to get to know the people they are going to be working with. Building this connection early on will help foster good communication between your new manager and existing employees.
2. Provide Clear Expectations
Part of helping new managers understand their roles better is to clarify expectations from the very beginning. Help them understand basic responsibilities such as:
- As a manager, what are they expected to do?
- Who answers to them and who do they report to?
- How should they track productivity and KPI’s?
3. Provide Them with Mentors
It is important that new managers have support throughout the onboarding process. That’s why it is beneficial to pair your new manager with a mentor who is either currently in the same position or has served in it before. This mentor is a great resource for answering questions, helping them navigate company policies and procedures, and providing tips and suggestions for success. You might even connect all new managers together through a peer mentoring program where they can have other onboarding “buddies” to connect with right away.
4. Offer Job Shadowing Opportunities
The best way for managers to learn how things are done is to watch someone do it. Have your new managers shadow other managers in similar positions so they can observe and learn first-hand.
5. Check In Regularly
It is important to check in with new managers for the first several weeks to see how they are doing and getting along with other team members. Share resources they might need, answer questions they might have, or address any concerns they may have encountered. This will let them know they have ongoing support when and if they need it.
If you are interested in learning more, contact us today at 1-800-501-1245 to request information about training courses from the Management Training Institute as well as other corporate training programs offered through our parent company Bold New Directions.