If it was week 1 as a new manager, here’s what I’d do

Only the bravest of Leaders will do the bonus point

I remember my first week as a manager so very clearly. I felt too young, too shy, too nice. And the rest.

I had to ‘tell someone off’ for being 10 minutes late. I waited an hour before I had the courage to take them to the side, and I threw up in the toilet with nerves before I managed to get the words out 🤪.

10 years on I’ve learnt a HELL of a lot. Not only from becoming a high-performing Leader myself, but from watching and working alongside some of the greatest Leaders in fast growth companies absolutely smash it with their team.

So let me help take away some of the nerves from your first week as a new manager by giving you the 4 things that the GREATEST new managers do.

Week 1 as a new manager? Here’s what I’d do:

1. Learn, write down and acknowledge my own personal values.

These are the things that are going to make you, you. Your shining light when things get dark (and decisions get hard to make).

You find your values by writing down the moments you feel the most joy, and feel the most frustration. Once you have these, you pick out the common themes, and use them to write action statements. You want to craft a list about 5 values long.

Mine go something like…
- Nerves build character
- Honesty saves everyones time
- I have the courage to be disliked
- Outcome over task focussed

Yours already exist, you just need to find and articulate them.

They will guide you more than you know, and when you’re in the depths of tricky decisions with your Leadership, you will be able to turn to your values to shine a light and show you the right path to take.

2. Have an individual meeting with each team member

Have a meeting with each member of your team. Even though people may have similar roles, every person in your team is a different human being with different complex emotions. So you need to start getting to know them.

Ask these questions:

• What are your priorities at work? What makes you go home feeling fulfilled?
  This will be things like autonomy, creativity, client work etc

• How do you like to be managed?
  Although you won’t necessarily change who you are to fit their ideal manager profile, it’s really helpful to know and understand the ways they prefer to be managed. It’ll help you to work with them better over the months/years to come.

• How do you like to communicate?
  we're all very different here, get to know if they have any communication needs or preferences (some people love a quick call, some love slack/teams chats only)

• What do you love about the culture currently? And what do you wish you could change?
  You want to be their confidant. The person they go to for support, when they have feedback etc. You can start off that relationship by asking them what they wish they could change about the culture. Then take that and get it listened to and changed.
  

3. Set a 1-2-1 meeting system

As their new manager, you need to put in place a structure for their support and development. Putting these meetings in and setting the agendas is a great thing to do in week 1, to show you’re there to listen, support and grow them.

Each person needs the following:

• Every 2 weeks, a 30 min meeting with you (1 on 1)
  Just set a recurring slot for this. No agenda. Just hold space for them.
  Never ever cancel this. It needs to be one of the top priorities in your calendar. If you cancel it sends a very clear message that they’re not your top priority.

• Every quarter, 90 min in-depth (1-on-1)
  In here you’ll ask specific questions about training, goals & progression.
  I’ve built out a full agenda for these meetings with 4 clear sections and 13 important questions. Get your copy here.

• Every year, salary and progression review
  (This should be every 6 months if you' are a fast growing/changing company)
  Again, get your copy here for the full salary review agenda.
  

4. Do a fun activity just you and your direct team

Your team needs to start getting comfortable together as a group. One solid unit all collectively driving toward goals.

Kick this off by building some strength and bonds with them away from the day to day office environment.

Book in a pottery morning, bowling or go for lunch. Anything that gets you all a little closer as a team. As long as it’s away from the office and your day to day work.

(Don’t just do ‘drinks’- That's neither inclusive or healthy)

Bonus one…

To add an extra bit of flare, do something a little shocking in week 1. Something really authentic to who you are as a human.

For me this would probably be bringing up period chat in a meeting room so everyone feels a lil more safe 🩸

I know someone who sent everyone home at 2pm on their first Friday and asked them when they got home to listen to a meditation podcast in a dark room to de-stress ready for their weekend (goals).

The point is you need to do something that shows who you are. How you care for people. Who you’re turning up as. (Reply to this email with your ideas I’d love to hear them!)

Moving into your first month…

I’ll save the full list for another post (reply and let me know if you want that one!)

But as a quick taster… When week 1 is up, you now need to start working on accountability and team KPIs. The aim is for everyone to be super clear on what ‘success’ means to them. Job descriptions, reporting, how they can smash their week, exactly how they can contribute to their team and pushing toward your collective goals.

Are you becoming a new manager soon? Respond to this email and let me know how you’re feeling

Peace,
H