Stepping into a new managerial job doesn’t need to be a rough transition, especially if you sign up for a Dale Carnegie Training leadership development course before you take the reins. But in case your training isn’t scheduled right away, here are some helpful tips that will help you get up and running as quickly and efficiently as possible…
1. Get started on the right foot. Subordinates and employees need expectations and performance goals clearly laid out for them. And it is only fair that you do so. From the very beginning, establish weekly check-ins that ensure accountability and progress goals are met.
2. Encourage mutual respect and information sharing. If you want your employees to feel valued and part of the team, find out what their passions are and inspire them. Prompt them to make their own decisions. And most importantly, let them know that you trust their judgment and believe in their ideas.
3. Create an appealing workplace culture. Depending on your reports, this might involve things like flexible scheduling, the use of innovative workplace technologies, or a more relaxed dress code. Keep in mind that you, as their manager, must set the stage for the culture you’re creating and the environment you aim to promote. For example, if a supervisor says ‘let’s be casual’ but still wears suits every day, anyone who aspires to become a supervisor will keep on wearing a suit.
4. Allow for personal styles. Some employees will want—and need—your feedback every step of the way. Others will get insulted if they perceive you’re micromanaging. Take the time to consider the motivations and skill set of each individual team member, and be cognizant of age and background differences. For instance, “Generation X,” or employees in their 30s and 40s, are accustomed to taking care of themselves, while 20-something “Generation Y” employees are eager for you to provide guidance and training. Know who’s who and proceed accordingly.
5. Keep the lines of communication open. Maintain an open-door policy, practice the art of constructive criticism, and deliver timely and thorough performance appraisals. You should also take advantage of employee feedback techniques—such as stay interviews or 360-degree reviews—that allow employees to inform you on how you’re doing and how satisfied they are with their jobs and the organization.
6. Be on the lookout for signs of dissent and defection. Keep an eye on top performers and note any decline in performance, sudden complaints, praising of competitors, or withdrawal behavior. Arrange to meet with the employee as soon as possible and identify the source of the problem. Indicate that you value the employee and ask what it is you can do to create a better work experience for him or her.
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