New Managers: What Your Employees Want You to Know
Apr 11 2019
Congratulations, manager! You’ve been identified as a leader in your organization, and given the opportunity to facilitate growth (your own and others) with a new title and increased responsibility. Many new managers come into their role with little or no management experience. We asked our mentor team for one tip they would give a new manager, or what’s important for them in a good boss.
Before you make key changes in personnel or policies, take the time to listen and observe your new team. Also, remember: you’re the manager because you have the requisite knowledge and skills to do the job well. – Deb Cooksey, Associate General Counsel
Be patient with yourself and others. Your new job is critically important and requires careful consideration of the facts and data to effectively address opportunities, issues and challenges. Take time to evaluate various options and be patient with the process.- Kathleen Murphy, Director, Business Administration
Always leave your people “whole” or better than when they came through your door at the end of every interaction. Your words and actions will impact them for the rest of their career. Make them good and make them count! – Cheryl Tidwell, VP US Sales Team
Learn to play chess, not checkers – Kathy Park, Chief Executive Officer
In checkers, all the pieces are uniform and move in the same way; they are interchangeable. You need to plan and coordinate their movements, certainly, but they all move at the same pace, on parallel paths. In chess, each type of piece moves in a different way, and you can’t play if you don’t know how each piece moves. More important, you won’t win if you don’t think carefully about how you move the pieces. Great managers know and value the unique abilities and even the eccentricities of their employees, and they learn how best to integrate them into a coordinated plan of attack… from Marcus Buckingham’s What Great Managers Do
From The Building Brave Community:
- Be the boss you would’ve wanted in the past
- Get to know your team. Take the time to understand what they do collectively and individually – from their perspective. Then ask what they need from you.
- Study emotional intelligence
- Be a servant leader and trust your team
- Know your employees strengths and weaknesses to guide them/assign work for their growth
- Give credit for success and make your team feel “protected”
- Show appreciation. A thank you goes a long way when people are working hard on a special project or deliverable
- Encourage your team to seek out other areas of the company to understand different perspectives
Download Building Brave’s Mobile Mentoring app for more advice from professional women at all ages and stages. Get guidance for your specific situation, or consider fresh voices and perspectives.