For many new managers taking on the leadership of a team for the first time, their major concern is whether the team will “like” and “follow” them. First-time managers often mistakenly think that if the team members think they are “nice,” the team will be more engaged and productive. And “nice” means a manager that does not rock the boat or enforce consequences for under-performance…especially for those team members who are well-liked or have been around a long time. What these new managers don’t recognize in their naiveté are the costs of holding on to team members who lag behind in the race.
New manager training talks about going slow before going fast, and this is good advice. New supervisors should get the lay of the land before making big decisions and taking major steps for change.
1. Get to know your team. Learn what makes them tick…what motivates and drives them as well as what they most like to do and consistently do best. This is the way you can take advantage of their strengths. Employees who are well-matched to their job roles “like” their situation and are more likely to be happily engaged in their work. And higher levels of employee engagement directly correlate to higher levels of employee advocacy, discretionary effort and retention.
2. Assess individual performance. Every team has its top talent; and every team has its substandard performers. Your job as a new leader is to create the environment that gets the most out of your team. You need to set clear performance expectations, define meaningful rewards and consequences and then take a close look at why some are under-performing and take immediate steps to help them improve or move on gracefully.
3. Re-assess low performers. If there has been little effort made, no real improvement and no commitment to do better in spite of support, coaching and additional training, under-performers need to be moved elsewhere…either to a better suited position in the company or out.
And this is why…here are the consequences of overlooking poor performance. The company suffers in two ways:
Poor performers drag down the motivation and commitment of workers who perform at or above the agreed-upon performance standards. The motivation and commitment to excellence take a hit across the board. Your top talent is increasingly discouraged. As under-performance is ignored, your high performers are liable to leave. Overall, productivity decreases.
The reputation of your company is at risk when you are represented by employees who are inferior. You risk losing customers and advocates as they witness the deterioration of the quality of your workforce.
As a new manager you must honestly appraise the quality of your workers and face the negative implications of avoiding your responsibility to deal effectively with under-performers. There are significant costs. Are you willing to pay them?
“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”
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Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.
Workforce Planning Bureau
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.
Director of Human Resources
The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.
Vice President, Information Technology
LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.
Margaret M. Mader
Vice President, Human Resources
LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.
Vice President Human Resources
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.
The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.
Firmware Engineering Manager
We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.
Director of Global Recruiting
We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.
Director of Human Resources
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.
Kelly Warren, SPHR
Director, HR & Compliance
We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.
Vice President, Human Resources
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.
We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.
Director, Human Resources
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