5 Simple Questions for New Managers to Improve Performance

Questions for New Managers to Improve Performance

5 Simple Questions for New Managers to Improve Performance
Most new managers are eager to live up to their recent promotion and want to make their mark as the leader of a high performing team.  Effective people leaders know the questions for new managers to improve performance.

The New Manager Basics
First, all new managers should attend a customized new manager training focused on how to manage effectively at their specific organization, get to know their team and schedule consistent one-on-one’s with each direct report.

Five Simple Questions for New Managers to Improve Performance
After a thorough study of what makes the difference between high and low performing teams, Google came up with 5 tips on what matters most. Here are 5 simple questions based upon those tips you can ask as a new manager, adapted for use in your early meetings with your individual team members.

1.  Are You Confident in the Team’s Ability to Deliver as Promised…On Time, On Budget and at the Expected Level of Quality?
This question tests the overall reliability of the team. High performing teams can depend upon each other to deliver desired results.

2.  Do You Feel Able to Ask Questions, Share Ideas and Take Risks without Feeling Anxious or Embarrassed?
This new manager question tests the openness of the team to innovation and diversity. High performing teams are willing to discuss better ways to get things done.

3.  Do You Have a Clear Understanding of the Overall Team Goals, the Roles of Each Member and How They Will Contribute to Success?
This new manager question will evolve as the team sets its priorities and assignments. The best managers match the talents and roles of their team members to specific tasks. As you learn about what your team members like to do and what they are best at doing, their tasks may change. But their roles must always be clear and transparent to others.

4.  Do You Feel Your Work Has a Clear and Meaningful Purpose?
Highly engaged employees believe their work is meaningful. The better employees understand how what they do contributes to the goals of the team and the organization, the more discretionary effort, advocacy and loyalty you will get in return.

5.  Do You Feel the Mission of the Organization Matters?
This question gets at the root of why employees come to work each day. Are they making a positive difference? Does the mission of the company have true and important impact? Does it all really matter?

The Bottom Line
New managers should listen carefully. It may take a few meetings to earn the trust of your new team members. But ultimately, what you do with what you learn will determine your success and the success of the team.

To learn more about questions for new managers to improve performance, download The Six Management Best Practices that Make the Difference Between Effective and Extraordinary

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We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

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Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

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I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

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Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

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I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

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