Inheriting new team members / team.

Georgene Huang

March 30,2022 at 3:21PM UTC

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Inheriting new team members / team.

Recently I've been wondering what others think about best practices in this area in order to minimize new direct reports' anxieties while getting things off the ground quickly and efficiently. Any advice anyone has to share on this topic?

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AnonymousMarch 30,2022 at 6:45PM UTC
A lot of communication up front. Schedule 1: 1s with each member on a regular cadence and a team meeting once per week with an agenda but time for open discourse as well.
Layout your quarterly goals and prepare your team with tasks and set expectations.
Attendance should be mandatory and participation should be spread across the team to encourage input from everyone.
Sarah SolanaApril 2,2022 at 3:27AM UTC
I love this topic. Team building within the first 3 months is crucial to overall culture and future success. I have a workshop that I do with my team where we discuss our identity and we creat a spoken "social contract" or "rules of engagement" model. I find that people value transparency and boundaries. I also try to identify the natural leaders quickly and ask them to help me on team morale projects and social hours. They usually act as the peers who get others engaged or come up with fun activities, so it isn't constantly coming from me. If your team is project focused or fast pace, I like developing a meeting schedule that includes "stand ups" and strategic/professional development time separately.
Georgene HuangApril 2,2022 at 6:29PM UTC
Very helpful perspective, Sarah. Thanks for sharing. I like the idea of identifying peers who are interested in morale and social hours and I also think that you're right about the starting phase being very important in terms of transparency and boundary-definitions.