Summer is a time for growth and turnover at many companies. It’s when senior staff are most likely to take their vacations or start their retirements. In their stead, many are given opportunities to step into new roles, even if it’s only temporarily.
But for new team managers, turnover and growth can mean a lot of new responsibilities. Even if you don’t provide full training for temporary roles, pass along these 7 tips so that your managers know what will be expected of them:
1. Be Prepared!
In order to succeed in your new role, it’s essential that you understand every team member’s job description and goals. Some employees may have special needs that you’re not aware of. Connect with the previous manager to clarify, and plan for any foreseeable incidents that may need attention.
2. Set Expectations
Now that you’re familiar with every employee’s goals, be sure to establish expectations with respect to performance. This can be as easy as pointing out that “I want you to be at least as successful as you were before I was in this role.”
Setting clear goals is important, but your role is now to communicate to the team why these targets were created in the first place, connecting them to other goals, and aligning them with your company values. Make it clear that you’re available to help if any roadblocks come up. Finally, make sure that all objectives remain attainable. If circumstances change and the team has no chance of hitting their targets, they may lose motivation.
3. Meet Regularly
Weekly team meetings not only benefit the team, they also allow you to keep up to speed as a manager. Make team meetings a welcoming environment. When everyone shares their projects, successes, and obstacles openly, then others are encouraged by the dialogue and recognition, or can get support from a colleague with the right skills.
4. Friendliness Is Progress
Just because you are head honcho now doesn’t mean you shouldn’t be amiable. Employees are most productive when they feel comfortable and safe. Connect with your team on a personal level, and leverage those relationships to help them become better workers. When managers are approachable, employees will be more upfront about their abilities/inabilities, allowing you to develop solutions before problems get more serious.
5. Be An Active Listener
Having an open dialogue with staff is essential. Communication breakdowns often lead to dissatisfaction at work and can even lead to failure of a business in the long run. When an employee comes to you with an issue or for advice, engage with the conversation. Take away action items for both parties, and act on them.
6. Flexibility Is A-Okay!
Remind yourself that you are managing a team of individuals. Everyone has a life outside of work and things come up unexpectedly. If you reward your team and accommodate their schedules, they’ll perform better during the times that they are working, since they’ll be 100% focused on the task at hand.
7. Be Yourself
Nobody wants to be managed by a robot, demon, or butterfly. Employees can tell when you take on a new persona as a manager, and may not be able to deal with the new you.