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SlideShare utilise les cookies pour améliorer les fonctionnalités et les performances, et également pour vous montrer des publicités pertinentes. Si vous continuez à naviguer sur ce site, vous acceptez l’utilisation de cookies. Consultez notre Politique de confidentialité et nos Conditions d’utilisation pour en savoir plus.
01THINK STRATEGICALLY When first starting
as a new manager, it can be tempting to implement big changes to the working routines and methods straight away. Tread carefully! You don’t want to immediately cause controversy that could set you in bad stead with your team.
02 A great way to
learn about the team, its culture, work ethic and methods is to listen as much as possible when you first start. Don’t be afraid to ask questions! ASK QUESTIONS & LISTEN
02 More often than not,
the team will have a feel for all the processes and systems in place within the company and will be able to provide invaluable advice. ASK QUESTIONS & LISTEN
02 Think about having a
‘doors always open’ policy and establish open dialogue as often as you can. You wont be able to act on every piece of feedback but it’s important the team know their voices are heard. ASK QUESTIONS & LISTEN
03 It’s important to understand
that in your new role you are working with a new set of people in a new environment - make sure you’re changing with the times! DON’T COMPARE YOUR OLD ROLE
03 Your new team is
not necessarily going to perform or respond in the same way as your old one, try to avoid comparisons as this can be unhelpful. It’s a good idea to bring some tried and tested methods from your old role - but be prepared to accept you will need to change and compromise on a few things. DON’T COMPARE YOUR OLD ROLE
04 Get to know your
team on an individual basis at the earliest possible chance. It doesn’t have to be an extensive meeting, just a chance for the team to meet you in person and open up the channels of communication. TWO-WAY COMMUNICATION
04 Why not arrange an
event either in or outside of work where everyone gets to meet you in an informal, unpressured setting? TWO-WAY COMMUNICATION
Giving credit where it’s due
is an essential part of management and leadership. Whether its giving credit for your team’s success in implementing one of your ideas, or an idea of their own that they have brought to the table - make sure they see their contributions are valued. DON’T TAKE ALL THE CREDIT 05
05 Praising and encouraging your
team right from the start is a great way to encourage them to work harder and perform consistently in the long term. DON’T TAKE ALL THE CREDIT
INTERQUEST GROUP WHERE OPPORTUNITY CONNECTS
WITH TALENT InterQuest is a niche recruitment group divided into expert specialist disciplines. We provide contract and permanent recruitment services and support the career ambitions of those working in the new digital economy. Each of the Group’s businesses is aligned to market sectors including Finance, Retail, Public Sector and Not for Profit or focused specifically on an area of technology such as testing, analytics, ERP or digital. For more tips on professional development and to see all of - our latest jobs, connect with the InterQuest Group. GO TO INTERQUESTGROUP.COM