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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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.

Judith Onton
Vice President Human Resources

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

“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.”

Sally Buchannan
VP Human Resources

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

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.

Steve Feller
Vice President, Human Resources

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

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.

Anita Luckinbill
Director, Human Resources

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

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.

Don Pryor
Director, Business Planning & Analysis

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

Frank J. Kuypers
Business Development Manager

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.

Debra Martucci
Vice President, Information Technology

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

Stacie Rodgers
VP of Human Resources

Cutera

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.

Jennifer Remling
Director of Global Recruiting

AKQA

We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

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