Encourage collaboration and teamwork with a recognition program that is effective and enjoyable!
Book a demo now to take advantage of some incredible offers!
New managers face many challenges: increasing productivity, managing responsibilities, & navigating new difficulties.
.jpg)
“The most important thing in a new manager’s job is not to make any big mistakes.” -Warren Buffet.
New managers face many challenges: increasing productivity, managing responsibilities, & navigating new difficulties.
For many professionals, the transition from individual contributor to manager is both exciting and intimidating. As a manager, you become responsible for leading and inspiring a team, setting and achieving goals, and delivering results. It’s a role that requires strong communication, organizational, and problem-solving skills.
This article will examine the key aspects of managing responsibilities, increasing productivity, and navigating new challenges as a new manager. We will also explore, how to establish clear expectations for direct reports, streamline processes for improved productivity, time management tips and how to lead a team effectively.
One of the essential new manager tips is to establish clear expectations for their direct reports. This includes outlining goals, discussing responsibilities, and building an avenue for effective time management. It also means providing guidance on how to meet those goals and responsibilities. When setting expectations, it’s important to be clear, concise, and consistent. This will help ensure that everyone on the team understands their role and how to best support the organization’s mission.
Use the Direct Reports Template to unlock team members' potential.
In addition to setting expectations, new managers need to foster open communication with their team. This includes actively listening to what employees have to say and providing feedback to help them improve performance. As a manager, it’s also important to recognize and reward employees for their hard work and dedication. Especially depending on the amount of time spent on tasks.
Breaking the ice with your team is also vital. As a new manager, it’s important to take the time to introduce yourself and get to know your team on a personal level. This will help build a strong foundation of trust and respect and ensure everyone is working towards the same goals.
As a good manager, it’s also essential to ensure that your team is productive and efficient. One way to do this is to streamline processes and eliminate any unnecessary tasks or activities. This includes looking for ways to automate processes, reduce paperwork, and simplify tasks.
In addition to streamlining processes, the team must set goals and objectives to work towards. This will increase manager productivity and ensure that there is a clear path to success.
Finally, new managers should look for ways to utilize technology to improve productivity. This includes utilizing collaboration tools, creating templates, and automating processes. Technology can help reduce the time spent on manual tasks and free up time to focus on higher-value activities.
In addition to managing responsibilities and increasing productivity, new managers need to focus on leading a team and building relationships. This includes delegating tasks, providing feedback and support, and leading by example.
When delegating tasks, it’s crucial to ensure that each person on the team clearly understands their responsibilities and the expected outcome. This will help ensure everyone is on the same page and working towards the same goals.
When providing feedback, it’s important to be both constructive and encouraging. This will help foster a positive team environment and you can spend your time working to achieve goals.
Finally, an important piece of advice for managers is that it’s critical to build relationships with your team. Building trust is also key. This includes getting to know each person on a personal level, understanding their strengths and stress levels, and providing support. Managers should also expect to provide guidance to improve their time management skills to handle each task at hand.
Being a new manager is exciting, but it's also a steep learning curve. As you become more effective at managing, you'll need to continually reevaluate your processes. These help to develop good time management and ensure that your workflow remains frictionless.
Managing responsibilities, increasing productivity, and prioritising important tasks as a new manager can be challenging. But staying focused and facing them head-on helps you learn and grow on the job. However, with clear expectations, open communication, and effective leadership, new managers can successfully lead their teams to success.
We hope this article has provided new managers with the tools and resources they need to succeed in their new roles.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
Explore Guide
Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
Yes. We offer a completely free plan for up to 50 team members. This plan is intended for teams or organizations that are looking to get started with an employee engagement tool. Keep in mind, this plan is limited in features.
All customers can open an Assembly account for free and get started without a credit card. Then you can change plans as necessary.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
Please schedule time with an expert and we will help you to get all your questions answered
.png)
.jpg)
