Handing the reins to a new manager and hoping for the best can be a dicey move, whether you’re promoting someone internally or bringing on a new promo leader. First-time managers especially need some guidance to make sure they’re leading effectively. It’s not enough to just give them the employee handbook and turn them loose — manager onboarding requires thoughtful and ongoing support.
In a post on the15Five blog, writer Leah Bury says that to truly enable manager success over the long term, HR leaders should move beyond one-time onboarding programs and occasional performance reviews. They should instead implement systems that deliver continuous insights into manager effectiveness. This way, she says they can spot gaps and challenges early and provide targeted development.
How do you know if your manager onboarding program is working? Read on. In this issue of PromoPro Daily, we share some onboarding effectiveness metrics you may want to look at.
Time-to-productivity: How long does it take for new managers to confidently jump in and lead their teams? A shorter time-to-productivity indicates a smoother transition.
Early team engagement scores: Are direct reports feeling supported and aligned under a new manager? High engagement early on suggests the manager is communicating clearly and fostering a positive team culture.
Goal alignment: Are managers quickly establishing and tracking goals that align with organization-wide objectives? Effective goal-setting shows the manager’s ability to prioritize and turn high-level initiatives into actionable plans.
Attrition rate: Are newly onboarded managers leaving the organization within their first 6-12 months as a manager? If so, look for gaps in support or unclear expectations. Sometimes it’s just a mismatch but there could also be systemic issues in the onboarding process.
In addition to these metrics, Bury recommends collecting qualitative feedback from all angles. Ask managers how effective they felt their onboarding experience was. Send managers and their direct reports pulse surveys. She adds that it’s important to have organizational benchmarks for leadership success so you know what you’re measuring against. Then, you can clearly identify whether new managers are on track, exceeding expectations or need additional support.
Take some time this summer to evaluate how you onboard managers at your promo company. Consider the points above to make sure you’re not just going through the motions but truly building leaders.
Compiled by Audrey Sellers
Source: Leah Bury is a content writer for 15Five, a leading people and performance management platform.
