You put a lot of time into finding the right people to help manage your business, and the work isn't over for you once you've hired the ideal candidate. The training a new manager receives is a key factor in whether he or she becomes an asset to your organization. So how do you train new managers to put him or her in the best position to help grow your business? Here are seven ways you can help managers start off on the right foot.
1. Ingrain the Culture
Although you hire people who seem to fit in well with your
company's culture, make sure to communicate what the company stands
for and review the mission statement. Define policies and processes
clearly, so managers understand what to expect from leadership and
team members.
2. Define Expectations
Never assume you and your new manager are on the same page when
it comes to expectations. Be clear and straightforward when
defining what you expect from your manager. Explain how his or her
role fits into the overall functionality of the company and provide
examples of management tactics that have been successful in the
past.
3. Make a plan
Establish a performance plan, which includes specific, measurable goals that your manager is expected to achieve within a set timeframe. Instead of presenting your new manager with a performance plan, discuss the plan with him or her. This ensures your manager has a clear understanding of goals and is comfortable with the plan and its measurables. Each goal should include the following.
1. Purpose
Why the goal is important, and how it affects the company
2. Action
The necessary steps to achieve the goal
3. Metric
Precisely how the goal will be measured
4. Follow Up
No performance plan is effective if it is not followed through
on and the manager is not held accountable. Meet with your manager
frequently and consistently to review his or her progress and
discuss any challenges that make achieving the goals difficult.
Facilitate an open-door policy, so your manager does not feel he or
she needs to wait for scheduled meetings to evaluate goals or
discuss ideas and issues.
5. Set them up for success
No matter how talented a new manager is, he or she can't be
effective without access to tools and technology to stay on top of
things. Software that aids in
scheduling, data management,
communication, and project management
are essential to ensuring your managers are effective and
efficient.
6. Lead by example
New managers soak up more than the information you're providing.
They are also familiarizing themselves with your work style and
methods. If you are casual about adhering to policies, you can bet
your managers will be too. If you have high expectations of your
team, they will have high expectations as well. Set the precedent
for the way you'd like managers to lead the rest of the
company.
7. Ask questions
The best way to know whether new managers are adjusting to their role is to ask them. Find out how they feel about the team, the direction of the company, and the processes you use within the business. Ask for feedback and find out if they see any areas in need of improvement. After all, you hire managers because of their knowledge - leverage it.
New managers are eager and committed to excelling in their role. Nobody wants to fail at a position they worked hard to achieve. Providing them with the leadership and tools that are necessary to succeed is a win-win for your managers and your business. Learn how ScheduleAnywhere employee scheduling software helps managers streamline scheduling and improve communication - saving your company time and money.
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