1. When would you like to have our first meeting? After initial introductions, it might take the new boss time to schedule a detailed meeting with each direct report. Oct 30, New manager meeting her team members by shaking hands This article offers ideas and tips for making the most of your first day as a. New manager ice breakers: 6 awesome ways to connect with new employees . Related: 20 staff meeting ideas that keep employees alert and engaged.
Who do you look up to?
What drew you to the organization? That you are here to help, to help them do the best work of their careers, to get out of their way and support them to accomplish something greater. Share your personal interests: What do you like doing in your free time? What social causes or nonprofits do you support? In building trust, the last thing you want to do is come across as self-absorbed. This is one of the hardest parts of being a leader. To do this, try saying something like this: I am sponge, and I am to learn from all of you.
A learning mindset is one of the greatest ways to show vulnerability, and build trust with your team. Ask 2—4 probing, thoughtful questions.
The majority of your first meeting as a new manager should be spent asking a few key questions to your team as a group. Here are some ideas for questions you can ask… What do you want to change in this team?
One on One Meeting Questions Great Managers Ask Their Teams
What do you not want to change in this team? What have you been nervous to bring up? What looming concerns or apprehension might you have?
Where do you see the biggest opportunity for improvement with the team? How do you prefer to receive feedback? How do you prefer to give feedback? What excites and energizes you about the company? What are you most grateful for in being a part of this company? What do you think has been a big obstacle to progress? What do you wish was communicated to you more often? When have you felt micromanaged?
What was the best team experience for you? The worst team experience? How do you like to be shown gratitude?
How often would you like to set up a standing one-on-one or check- in meeting? If this list of questions overwhelms you, remember, you only need to pick two to four of these questions for the all-team meeting. Save the rest for your one-on-one followup conversations.
As you listen to the answers, there are a few things to pay particularly close attention to: Listen for the things you can fix, solve, and knock out quickly. Why or why not? Do you view them as friends, acquaintances, or strangers?
What did they tell you? How often do you think you need meetings to ensure you stay that way?
What have they done? Do others help you when you need it? The benefit of these questions are two fold: They may have a specific answer to one of these questions, or suddenly realizing this is a safe subject, bring up something else on their own.
New managers, here’s how to run your first team meeting
Disengagement and turnover follow at that point. Fortunately, simply the act of talking about them and finding even the smallest thing you can do to address it can go a very long way to making them feel better.
This is another way to apply the Progress Principle we discussed earlier. As we mentioned above regarding Building Rapport, great managers care about their people.
New managers, here’s how to run your first team meeting - Know Your Team | Blog
As Jason Lemkin writesyou have to ask to know for sure. This is especially important if your team member is introverted. Again, this is where privacy matters.
By using these one on one meeting questions, you avoid putting anyone publicly on the spot. What do you enjoy most about working here?
- What you talk about makes all the difference in your one on ones.
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These are about action, not therapy. Remember to make this a productive conversation. Your goal is to uncover issues, and work together to address them, or suggest where they can like a real therapist, if needed.
Once you know about a situation or issue affecting your team member, you can address it. They might just have a good reason why they need to leave early some night, or come in late in the morning. Even small accommodations to help them will earn their respect, and pay into your emotional savings account with them. All of these one on one meeting questions will help you build stronger relationships with your team members.
However, a conversation should only be the start. Action is what leads to change and improvement. This is why the 2 questions to ask in every one on one meeting are: It creates a psychological contract between the two of you to both keep your promises. It reminds your team member that you really listen, and when they have the courage to bring up issues, it leads to things happening.