New Manager Checklist You Need to Survive The First Week

Do you wish someone would’ve simply given you a New Manager Checklist?

If you nodded yes, then I want you to listen up!

I’m going to be sharing a new manager checklist to help you make this transition as smoothly as possible.

Now before you say anything – not to worry it’s not too late to apply these steps now even if you have been in the role for some time. 

Okay! Let’s get started with your new manager checklist! Follow the steps for success!

Step 1 – Gain clarity on your new role.

If you don’t have precise clarity around what is expected of you in your new role then it will dramatically reduce your effectiveness from the very beginning. 

That’s why you have to seek out as much clarity about your new role as possible and ask your manager to provide CLARITY around how your role and department fits into the bigger picture of the entire organization.

One important step as it pertains to gaining clarity from your boss is to set up a one-on-one discussion around expectations and success. 

Ask your boss about specific deliverables and outcomes that they are expecting of you. 

A great question to ask is:

What does success look like in my role?

This one question will open up a world of discussion between you and your manager. 

Step 2 – Host an introductory meeting with your new team

Schedule a “meet the team” meeting so that you can begin developing rapport with your new team. From the moment that it’s been announced that you’re the new leader your new team will be looking for indicators of safety from you. How you approach this first meeting means everything to how well they adapt to you. 

As a great first start make sure the setting is right.

Do not do this meeting without them being able to see your face. It should be done in person or via video conference if you are remote so that your team can see your facial expressions and you can see their reactions. 

Here are a few things that you will want to discuss at this first meeting:

✅Introduce yourself and your background

✅Discuss your career background

✅Share your communication style and preferences

✅Discuss next steps of what they can expect from you

✅Ask team members to introduce themselves (you might want to consider using an icebreaker for this)

Step 3 – Schedule individual touch points with each team member

When change happens, people are naturally weary of the future.

Chatter is bound to be going around on the team anyways, perhaps with a narrative that isn’t accurate.

It is your job at this point to pattern disrupt and add context to the team about the transition and how it affects them. Acknowledge that having a new boss is something that you understand might have them feeling uncertain about the future. 

Share your intentions and open up the dialogue for concerns, questions and doubts.

Having this honest discussion from the very beginning will help you to build trust with each one.

The truth is you are most likely walking into one of two situations:

You are replacing someone that left a mess.

Most managers are poorly trained and as a result are ineffective. Your team will expect no different from you unless you show them from the very beginning you’re competent and credible. Having a conversation like this will help them see just how trustworthy you are. 

OR

You are filling some big shoes.

Every once in-awhile there are managers out there that are a dream to work for. They’re inspiring, motivating and their teams love and respect them. If you are replacing someone like this, that has just moved on then it is equally as important to set yourself up as a credible leader. 

Make sure that at the end of each 1:1 discussion that your new team member feels seen and heard by you. 

Step 4 – Listen and ask questions

Be curious. Nothing is worse than a new manager that comes in and changes things without first understanding what they are changing. 

Be prepared to sit on your hands figuratively speaking and just listen to what’s happening around you. Your observations during this first week will help you to make wise decisions down the road. 

Want more?

If you would like a detailed step-by-step guide for your first 30-60-90 days click here to download The New Manager 90-Day Starter Kit

*If you have been promoted from within the following steps are for you*

Step 5 – Define your current role.

Document everything you are currently doing on a daily basis.

I want you to take note of:

The processes you follow

The tasks that you diligently work on each day

The people that you work with regularly and how they are connected to what you do

Your high level projects

Any and all specific systems or tech that you use to help you do your work

The purpose of this step is so that when you transition your current work to someone else on the team, you have documentation so that training is not by memory and vague information

I want you to approach this first step as if next week someone else was going to be sitting in your seat doing what you are currently doing and you couldn’t talk to them.

Ask yourself, what document would you want to hand them so that they would be okay taking over your role?

Step 6 – Plan your transition

Now chances are – right from the get go – you will not be able to hand off everything you are doing.

Making the transition from individual contributor to manager is hardly ever a light switch moment. It’s going to take some time.

But that doesn’t mean that you shouldn’t be planning for it.

Waiting until you have the green light or the official go, is way too late.

So you want to start thinking about WHO on the team can transition into your role, or if you will be spreading out the work.

You want to start thinking about:

Dates

Timelines

Training

How you will be seeding that person into the role

If you will be sharing the responsibilities and how