I have built out a couple teams at Juniper Square, and I’ve noticed that the rate at which managers develop trust and camaraderie with new direct reports has a significant impact on individual and team performance over the near, intermediate, and long term. The quicker a foundation of trust can be developed, the better the team outcomes are likely to be. This applies for both new hires and established employees shifting teams and/or managers.

From the employee perspective, changing managers can often be jarring. A great manager is an advocate and sounding board who works to understand their employees’ long term goals and to ensure they develop towards those goals while delivering in their current role. Of course, not all managers prioritize employee development. Employees therefore often wonder what type of manager awaits them, and this uncertainty can lead to anxiety. 

Managers should quickly address this uncertainty by approaching the new relationship with intentionality and structure. Below is a plan for the first few 1:1 meetings. Sharing the agendas in advance can help to ensure a productive conversation.

Meeting 1:

Goal: Get to know each other on a personal level. It’s hard to trust someone without getting to know them personally.

Background

• Where are you from? Where have you lived?
• How large of a family do you come from? What are they up to?
• Where did you go to undergrad? What led you there?

Away from Work

• How do you like spending time away from work? 
• What are your main hobbies? What are you most passionate about?
• What’s changed for you most over COVID?

What did we miss that’s important to you?

Rapid Fire – Favorites Round

• Season of the year
• Type of music or specific artists
• Vacation destination (past or future)
• Movies/shows

Meeting 2:

Goal: Get to know each other on a professional level. Past experiences have shaped current skills and interests.

Topics:

• Professional journeys to date
• Current strengths and desired growth areas
• Professional motivations
• Any longer term goals / career vision
• Any work, communication, or manager preferences
• Anything else employee would like to raise

Meeting 3:

Goal: Share any manager and team building philosophies, 1:1 expectations and structure, and solicit any ideas the employee has for the team. Prepare for a more regular 1:1 cadence and format.

Topics:

• Manager’s view on the role of the manager and team building philosophy
• 1:1 structure and expectations
• Strengths of the team
• Opportunities for the team