Congratulations! You’ve just hired your first manager. Now what?
Training your first employee is hard enough. Training someone with as important responsibilities as your manager is even harder. Get started on the right foot with these training tips.
Get the Lingo Down
There’s nothing worse than trying to learn a new job and a new language. If you use technical speak and jargon in your daily activities, teach it to your manager before you begin training. That’ll help him learn faster and everything will progress more smoothly.
Related Article: Employee Orientation and Training for Small Businesses
Ingrain Your Company’s Culture From the Get Go
Culture is another important essential that your new manager will learn. Although you hired someone who seems to fit in well with your company’s culture, solidify that notion with some preemptive training.
Don’t assume you and your new manager are on the same page when it comes to expectations. Be clear and straightforward when defining what you want from your team. Do you expect specific reports to arrive on your desk at the end of each day? Or do you expect to be notified of certain events? Specify it up front.
Lead by Example
Your new manager is soaking up more than the information you’re providing about your processes, systems, and expectations. He’s also getting familiar with the example you’re setting. If you’re casual, you can bet he will be casual. If you’re stringent, he will act the same way. Lead by the example you’d like him to set with the rest of the company.
No matter how well you train your first manager, situations are bound to arise where he will need to think on his feet. Set him up for success by giving him the tools needed to stay agile. Apps, such as ScheduleBase, are ideal for keeping your business moving no matter who’s on deck to manage the team.
Stand Side by Side
Although your new manager won’t appreciate you always leaning over his shoulder to watch what he’s doing (and truth be told, you don’t want to have to do that either), it’s important in the first few days on-the-job. This is the time to correct mistakes and clear up misconceptions. Stand by his side during the initial training period so that he can know with confidence what he’s doing right and where he could improve.
While your new manager gets his feet wet, think about his training long-term. What skills and tools can you provide to help him perform his best? Creating good habits from the start will set your new manager and your entire team up for success for years to come.
This article was originally published by ScheduleBase