The most important first habit all new managers should adopt

For new managers, adopting the right habits right away is key to getting up to speed quickly. You can’t do everything at once, so what do you focus on?

Research by 1st90, an Advantage thought leader partner,  on what new managers need to do to accelerate time-to-performance has revealed 5 important habits:

1. Setting and aligning expectations

2. Creating a cadence for communication

3. Giving and receiving feedback

4. Actively developing talent

5. Adopting a learner’s mindset

According to data from professional organizations including the International Society for Performance Improvement and Gallup, setting expectations is the No. 1  gap that new managers need to address in order to improve performance. Developing regular habits around this key requirement will go a long way toward closing this gap and improving team and individual performance.

Why is setting and reinforcing expectations so important?
Do your team members already have job descriptions? Have they been hired to do a specific job? Of course. But you can’t assume they are working toward the right goals to deliver the results you want,  that they know you or your manager’s top priorities, or that things haven’t changed since the last time they checked in.

3 simple actions new managers can take
New managers can become pros at setting expectations by taking a few small steps, adding these simple habits that have a huge impact into their regular workflow:

1. Start upstream
Build a routine of meeting regularly with your manager to understand their priorities and what they expect you and your team to deliver. Put these check-ins on your calendar and add the question to your agenda – not only at the beginning of each performance cycle but in your regular meetings with your manager. Ask if anything has changed and, if so, how the change might affect you and your team’s priorities and deliverables.

2. Create and share your goals or OKRs
Your team’s clarity and alignment around expectations begins with you. Once you understand your manager’s priorities and goals, set your own. Use your company’s process (such as SMART goals or OKRs), and share them with the team. Ask each team member to create goals that are aligned with yours and your manager’s.

3. Review expectations regularly or when changes occur
Things change. And even the smallest change can affect your team’s goals and priorities. When that happens, repeat steps 1 and 2. Meet with your manager for alignment, modify your goals and priorities as appropriate, share the changes with your team, and help them modify their goals as appropriate. Don’t fall into the trap of just communicating the change and assuming that the supporting goals and behaviors will magically fall in line.

Even with the best habits and plans in place, performance gaps will pop up. When this happens, look in the mirror and ask yourself the critical question: Does my team understand what I expect them to do? If you aren’t certain, do a quick check-in and assess. Taking these steps regularly and with intention will help new managers develop great habits that they will carry with them throughout their careers.