Studies show systematic onboarding brings new hires up to speed 50% faster, increases engagement and retention, and reduces failure rates. But if you think onboarding is just a question of showing them the ropes, you’re not going to get those results. To integrate a new manager successfully, you need to follow these seven tips:
Understand their challenges.
Being a newcomer is tough, and there are extra pressures on a new manager. Some may play it safe and stick too closely to what they already know; others may act as if they already know it all, and be afraid to show vulnerability by asking questions. Reassure them that learning is more important than doing at this stage.
Accelerate their learning.
Focus on three areas: technical, cultural, and political learning. Technical learning covers business fundamentals like systems, products, technologies, and customers. Cultural learning covers your company norms and values. Political learning means getting to know the power structure, the decision-making process, and the people whose support they’ll need most. Rather than just teaching them yourself, connect them with others who are best placed to teach them.
Make them part of the team.
A new manager needs to build strong relationships quickly, so make sure the team understands why they were hired and what they’ll be doing. Introduce them formally as soon as possible and enlist the team’s help in getting them settled in.
Connect them with key stakeholders.
Give them a list of names they need to know and why, introduce them to these people, and check back with the stakeholders in a month or so to make sure their network is taking shape.
Give them direction.
Make sure they know what they need to do (including goals, timeframes, and how you’ll evaluate progress), how to do it (including strategies and priorities), and why it matters.
Help them get early wins.
Keep them focused on the essentials and show them how to score quick wins to build confidence, in ways that are consistent with your company culture.
Coach them for success.
Getting up to speed takes time, so keep checking in with them every couple of weeks, and intervene if you see them struggling.
Although these tips are focused on external hires, a manager promoted internally is likely to be having just as tough a time, so take the same approach to support them too.