Every new manager has that moment. After the promotion or new hire into a management role, they’re responsible for leading their team in accomplishing company goals. And they ask themselves, “Now what?”
The reality is, managers have one job – to find and train their replacement.
When managers are focused on their job, they hire the best talent, train for success, coach for high performance, and retain employees. They can take a vacation or attend a conference with confidence, knowing that the department isn’t going to fall apart. Managers who are focused on their one job can participate in that super-secret special project that will get the attention of senior leadership. They can do cool stuff that will enhance their skills and knowledge.
Coming Soon! Order by 6/17 & get 20% off w/code SP2016 @SHRMStore: https://t.co/ZalcAvGXUZ. @sharlyn_lauby #HR #SHRM pic.twitter.com/dqOCoVcQg2
— SHRM-Published Books (@SHRMBooks) June 9, 2016
Managers who focus on finding and training their replacement aren’t dispensable. They’re promotable.
Organizations that want managers who will hire, train, and retain the best talent need to set those managers up for success. The way they do that is with onboarding.
Think about it – companies currently provide onboarding to new hire employees. Why not onboard new managers?
Onboarding a new manager isn’t the same as management or leadership development. Those programs offer skills that employees can use immediately like communication skills, decision-making, and problem-solving. A manager onboarding program includes skills that managers need the minute they become a manager such as workforce management and employment law. There’s a place for all of these programs.
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Creating a new manager onboarding program doesn’t need to be expensive or time-consuming. In fact, I have a resource that can help. My second book, “Manager Onboarding: 5 Steps for Setting New Leaders Up for Success” is a practical guide for designing and implementing a manager onboarding program. The book is being launched during the Society for Human Resource Management (SHRM) Annual Conference and Expo in Washington, D.C. next week.
To celebrate the launch, SHRM is offering a pre-conference sale in the SHRM Store. Get 20% off using the code SP2016. I hope you’ll take a moment to check it out.
Managers are an important part of our organizational success. We need to give them the tools to meet their goals. Starting with Day One onboarding.
Gaurav says
Hey Sharlyn Lauby,
You’re right madam every new manager or HR’s thinks what should I’ll do for our company goals and how to achieved a best leading performance in HR roles.
Regards,
Gaurav
HR Admin at SLA Consultants India
Morgan says
You are so right! Managers should always be looking to adequately prepare their successor. The better they’re trained, the better off the business is after he or she is gone. Very nicely said! Thanks so much for putting this out there!
Chinkee Tan says
Precisely my thoughts ! I believe you really need to take some time and nurture a successor so that quality of work won’t be compromised. 🙂
Gena Fryar says
Great post. I feel this is somewhat a daily struggle out there in the working world. Now what? Good tips Sharlyn.
Scott Biddick says
Handling a business is a hard job and a little help from advisers would help.
scheduling software says
With business software, the decisions made by company leaders are as educated as possible.
Brian says
This is great advice. It’s so important for managers to be able to find and train their replacement early on because you never want to have a ship without a captain. Thanks for sharing.
Hiaim says
Extraordinary post. I feel this is to some degree every day battle out there in the working scene. Presently what? Great tips Sharlyn.