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 for new managers to improve performance 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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Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

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“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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I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

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What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

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Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

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Hyperion

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

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Thoratec

LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.

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Learning & Development

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I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

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Fujitsu

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