How To Onboard A New Employee To A Managerial Role

Onboarding a new employee into a managerial role is a crucial process that can set the stage for their success in the organisation. As per (Hollister and Watkins, 2023), many companies give a lesser amount of time and focus to help a new employee succeed. If a new manager is coming soon, the best way to offer your support is to guide them up the learning curve in the organisation, the team, and the culture.

 

According to research from Egon Zehnder, (Zehnder, 2016), there are three main reasons why onboarding employees track out: 

 1) They fail to understand how the organisation works; 

         2) They don’t fit with the organisational culture; and

         3) They struggle to forge alliances with peers.

As per the data on the above research,

 

 Source: Egon Zehnder of the 12th International Executive Panel

 

What is onboarding?

 

Source: YouTube: HR University

 

Steps to consider when onboarding

The books of Armstrong (2012), Purcell and Boxall (2022) give guidance and show some steps to consider when onboarding a new employee to a managerial role:

1. Communicate expectations: It's important to clearly communicate expectations for the role, including responsibilities, goals, and metrics for success. This helps the employee understand their role in the organisation and what they need to achieve.

 

2. Provide training: Providing training for new managers is essential. This can include training on the company's culture, values, policies and procedures, as well as training on management skills such as communication, delegation, and conflict resolution.

 

3. Introduce key stakeholders: Introduce the new employee to key stakeholders in the organisation, including team members, other managers, and executives. This helps the employee build relationships and understand how their role fits into the larger organisation.

 

4. Set up regular check-ins: Regular check-ins with the new employee can help ensure that they are getting the support they need and can address any concerns or challenges they may be facing.

 

5. Provide feedback and recognition: Regular feedback and recognition can help the new employee understand how they are performing and where they can improve. It also helps build their confidence and motivation.

 

6. Encourage ongoing learning and development: Encouraging ongoing learning and development helps the new employee stay up-to-date with industry trends and best practices, as well as continue to develop their skills as an employee or a manager or in a leadership role.

 

Overall, onboarding a new employee to a managerial role requires a thoughtful and comprehensive approach that supports the employee's success in the organisation.

 

 

Reference

         Bratton, J., Gold, J. (2017) Human Resource Management: Theory and Practice. Basingstoke;  

         Palgrave MacMillan

 

Frege, C. and Kelly, J. (2020) Comparative Employee Relations in the Global Economy. 2nd edition. London; Routledge.[Online]. Available from: https://www.egonzehnder.com/what-we-do/leadership-advisory/insights/12th-international-executive-panel-leaders-in-transition [Accessed 04 March, 2023]

 

Hollister R, Watkins M.D, (2023) How to Onboard Your New Boss, HBR.[Online]. Available from:

https://hbr.org/2023/02/how-to-onboard-your-new-boss [Accessed 27 February, 2023]

 

Marchington, M. and Wilkinson, A. (2020) Human Resource Management at Work. 7th edition..  London: CIPD.

 

Michael Armstrong (2012) Human Resource Management Practice, 12th edition, Kogan Page, London, and Philadelphia

 

Purcell, J. and Boxall, P. (2022) Strategy and Human Resource Management, London: Palgrave.

 

Vance, C. and Paik, Y. (2014) Managing a Global Workforce: Challenges and Opportunities in International Human Resource Management. New York: ME Sharpe