![]() Moreover, if an employee’s skills aren’t where they need to be, manager’s should understand why that is. ![]() Partnering with employees means working closely with them to identify their strengths and areas of opportunity, helping them to be more productive and learn new skills, and building strong relationship with a mutual level of respect - all of which drives employee engagement and retention. Your role as a manager is to be a people partner. Additionally, it builds trust and increases buy-in when changes need to be made. Taking the time upfront to learn about an employee’s working and communication style will help to prevent challenges in the future. The first few meetings will be learning how they prefer feedback to be given to them, what motivates them, what their professional interests are, working style, and figuring out how you can best work together. This helped to build a sense of camaraderie on the team.įrom there, you’ll then set up weekly one-on-one meetings. It helped us find common ground and connect on things outside of work as well as better understand what our peers do at work. When a boss of mine had us go through this exercise, the team learned a lot about one another. The next slide can be facts about them as a person where they share pictures of their family, hobbies, and more. ![]() One slide can be their job title, what they do, what they’re interested in learning career-wise, their background before they came to the company, and why they chose the company. One way I’ve seen this done was having each person share a 2-3 page powerpoint with pictures and things about them. Start by hosting a team meeting where everyone introduces themselves. The first plan of action for any new manager should be to take the time to get to know your team.
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