The first 90 days in a new leadership role mark a critical period of transition. As a new manager, it’s entirely normal to experience a mix of excitement and apprehension when starting on this journey. Especially if you are an introvert at work.
The desire to make a positive impression and establish strong connections with your team is paramount. However, many individuals find themselves uncertain about the specific steps to take during this fresh start.
In this comprehensive guide, we’ll dive into seven essential things to do during your first 90 days as a new manager, all while seamlessly integrating the “30, 60, 90 rule.”
1. Connect with the Boss and Their Boss
In your first 30 days as a new manager, building relationships with key stakeholders is vital. Not only should you focus on bonding with your team members, but it’s also crucial to establish a connection with your immediate supervisor and seek opportunities to interact with their boss.
These relationships can be instrumental in your career progression and provide insights into the organization’s hierarchy and culture. Remember, a strong network extends both horizontally and vertically within an organization.
While building strong connections with your team is undoubtedly essential, people often overlook the importance of relationship-building with the higher-ups. Spend time building rapport with your boss. However, also attempt to get to know their boss. This may not be easy in all organizations but can usually be accomplished.
2. Create a Plan and Set Expectations
Every manager needs to bring with them a concrete vision. Staff members need to know what to expect, and creating an image is one way to ensure that this occurs. Establish a plan in your early days and begin to communicate expectations to staff. This can be done through group discussions or in one-on-one settings.
As you progress into the 60-day mark as a new manager, it’s time to solidify your vision and expectations. Every effective manager brings a clear sense of direction to their team. Utilize this period to develop a comprehensive plan that outlines your strategic goals, priorities, and timelines.
Communicate these expectations to your team through regular meetings, one-on-one discussions, and well-defined written documentation. Setting these clear expectations early on sets the stage for collaborative success and avoids misunderstandings.
3. Cultivate Relationships with Peers
Within your first 90 days as a new manager, don’t underestimate the value of connecting with your peers—the fellow managers across departments. These individuals are valuable resources for navigating the organizational landscape and understanding its intricacies.
They can provide insights into best practices, offer advice on overcoming common challenges, and even become indispensable allies for cross-functional initiatives. Dedicate time to foster these relationships, whether through informal coffee chats, departmental meetings, or collaborative projects.
Another thing that is too often overlooked is the need to build bonds with other managers in the organization. They can provide vital advice to help you navigate situations and company culture. They can also be essential allies for cross-departmental efforts. Getting to know your counterparts is something you should make time for on your calendar very early on.
4. Ask Questions and Seek Knowledge
Transitioning into a new managerial role often brings an influx of questions. Whether you’re new to the organization or stepping into a leadership role for the first time, don’t hesitate to seek answers.
In your first 30 days as a new manager, actively inquire about company expectations, cultural norms, and the working styles of your team members. Be open to learning and use this grace period to accumulate knowledge. Your willingness to ask questions demonstrates a commitment to understanding and improving your role.
You will have questions if this is a new managerial role. This is especially true if you are entirely new to the organization. It is OK not to have the answers, but it is not OK to fail to ask questions.
When you start a new role, you have some leeway to ask questions and learn as much knowledge as possible about the organization.
5. Give Yourself Time to Learn
In your first 90 days as a new manager, it’s crucial to remind yourself that success in your new role is a gradual process. While the desire to make an immediate impact is natural, it’s not always feasible.
Recognize that acclimating to the nuances of your position takes time. Be patient and set reasonable expectations for yourself. Overextending early on can lead to burnout and hinder your effectiveness. Remember, effective leadership is about sustained performance, not quick wins.
We all want to come in and make an impact right away; however, this is not always possible. It takes time to learn the nuances of a new position. Don’t be too hard on yourself. Pushing yourself to do too much too early can harm your mental health and lead to frustration on the job.
Don’t fall into this trap. Remember that this is a marathon and not a sprint.
6. Connect With Your Teams
Of course, you wouldn’t be an effective manager if you didn’t spend adequate time connecting with your teams. During the initial 90 days, you need to spend time working on team building in larger groups and getting to know staff one-on-one.
Take advantage of early meetings to get to know staff, their professional goals, and their communication styles. Showing an active interest in the success of your team members will go a long way towards establishing you as a leader they can trust.
In the first 90 days, prioritize team-building efforts. Initiate team-building activities and leverage initial meetings to learn about your staff’s professional goals, strengths, and communication preferences.
Your active engagement in their success will foster trust and loyalty, positioning you as a leader they can depend on. The relationships you cultivate now will form the foundation for a cohesive and productive team.
7. Celebrate Wins, Even Small Ones
If you have read leadership literature, you know that having time for celebration is essential. Set attainable goals when laying out your vision and plan for an area. Be sure to celebrate small wins that indicate progress towards a bigger purpose. Having these small wins is a crucial way to help keep staff motivated, mainly when working towards a long-range goal. This is one of the most effective ways a manager can motivate their team.
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