You’re an IT manager with a team of new hires. How can you help them succeed?

As a manager( IT or non-IT), supporting the achievement of new hires' success entails several crucial actions. From the beginning, it's important to define clear expectations for roles and performance, conduct comprehensive training and onboarding sessions, and assign the right mentors for guidance. As well, you need to set achievable goals and offer consistent feedback, in order for them to be successful. It's important to create a collaborative team atmosphere and for you, as manager, to lead by example with professionalism and integrity.

First of all, a well-structured onboarding program that introduces them to the company as a whole, IT procedures, their specific roles, and potentially other nuances that the company is known for. This can include introductions to key personnel, training on company systems and tools, and an overview of current projects. Explain how the cultures work as not all dept in a company have the same culture. Provide clear expectations for their roles and responsibilities. This includes outlining performance metrics and goals for the first 1-3 months in advance; some companies tend to throw new staff members into the deep end and then complain about their work ethic later. Provide a roadmap for their career development within the IT department.

We kickstart our journey with a comprehensive onboarding process that empathetically introduces new hires to our culture, expectations, and their role within the team. It’s crucial that from day one, they feel welcomed and understand how their contributions fit into the larger picture.

In some ways, being an IT manager with a team of new hires is the perfect set of ingredients for a constraint-less department. What you may lack in experienced talent in your organization, you relieve yourself of the constraints inherent in "this is how its always been done" or "only Sam and Sue know this system". Your first task is to setup a set of working norms (to create a culture), and a set of team/department principles (to determine how things should be done), then a set of strategic pillars (to determine what should be done). Align and deliver without the past being a roadblock.

Acredito que a clareza na comunica??o dos desafios da empresa e da área na qual o funcionário estará alocado é um bom início dessa rela??o. A clareza no estabelecimento de metas e expectativas também é muito importante. é essencial que o novo funcionário esteja, o quanto antes, integrado à nova equipe para que o aprendizado e contribui??o desse para a empresa seja natural o quanto antes. Aproveitar o novo funcionário com a "cabe?a fresca" para trazer novas ideias e resolu??es para os desafios da área.

Provide a comprehensive training program for new hires covering company-specific systems, processes and policies. Make sure they clearly understand their responsibilities and expectations. Additionally, make it easier for them to integrate into the team by introducing them to co-workers and offering support so they feel part of the team from the start.

Agree and only thing to add is that training is not dropping off a bunch of training manuals at someone’s desk. I will take a cue from the Medical professionals here and introduce the concept of shadowing. By learning and doing, we understand more and think smart right from the outset.

To ensure the success of your new hires, providing comprehensive training and support is essential. Introduce them to the tools, systems, and processes they'll utilize, along with relevant policies and procedures. Identify skill gaps and learning needs, offering opportunities for improvement through coaching, mentoring, or online courses. Encourage open communication, inviting questions, feedback, and discussions about challenges and achievements. By offering training and support, you enhance their confidence, competence, and motivation, enabling them to thrive within the team.

Mentorship is a word that comes to mind. Spend the time with your team. Allow them the ability to come to you with questions... show them you're willing to get your hands dirty to help them succeed. They are not going to know everything. Make the introductions they need to succeed. There will always be other people in the organization that will have better insight on the challenges a new hire will come across.

A clear onboarding plan for each role replete with descriptions/status of projects, systems used, department functions/interactions, available training, policies and procedures sets an individual and a team up for success. Feedback and support channels also contribute and empower, as does fostering an environment of honest communication.

Creating an environment where feedback and ideas flow freely is essential. I reccomend implementing regular check-ins and open-door policies to ensure new hires feel heard and supported. This fosters a sense of belonging and allows us to address any challenges promptly.

Another crucial aspect of supporting new hires' success is fostering a culture of collaboration and communication within the team. Create a positive, respectful work environment where new hires feel welcomed, valued, and included. Encourage teamwork and cooperation among new hires and existing team members, facilitating interaction and idea exchange. Regularly communicate with new hires, providing transparent updates on project progress, changes, and organizational goals. By promoting collaboration and communication, you enhance engagement, productivity, and innovation among new hires, contributing to their overall success within the team.

Additionally to create collaboration and team spirit, it is key to explain team structure and dependencies helping them to define priorities based on team needs and goals and not only individual work. Building the team critical path is useful, so everyone can organize their individual and colective workload.

Collaboration is important but as the manager of the team, your role is to guide and train. Use your experience to train the new staff and guide them to be successful.

Being in the IT Management, I find regular communication and encouraging team collaboration and participation freely and allowing them to share their progress and challenges, help them have confidence and feel empowered.

Feedback is HUGE! A simple nice job in front of peers goes a long way! You need to make sure that praise is provided to all team members new and old. Remember you are building a team.

Provide regular feedback on new hires' performance, highlighting their accomplishments and providing constructive guidance for areas of improvement. Recognize and celebrate their achievements to encourage them and reinforce positive behaviors.

Giving credit when it's due is very important to entice team members strive to do the best they can willingly, also adopt a reward program for distinguished accomplishments to encourage competition.

Provide comprehensive training on the systems, processes and procedures relevant to their work. Additionally, assign a mentor or more experienced colleague to guide them and answer questions during the initial onboarding period. Empower new hires to make decisions and assume responsibilities within their areas of expertise. This may involve delegating tasks and projects, allowing them to learn and grow through hands-on experience.

clear goal, vision and mission for each person and every team. follow onboarding and training them. prioritize communication with all of them and collaboration.

From experience, I found proper delegation and empowerment is crucial to help your team grow and be capable to move upward for more challenging roles, and ultimately prepare new leaders.

A couple of points that I find works well. 1. It is great to pair each new hire with a more experienced team member who can act as a mentor. This can accelerate their learning curve and help them integrate into the team faster. 2. Schedule frequent one-on-one meetings to discuss progress, challenges, and feedback. This shows your investment in their growth and offers them opportunities to express concerns or ask for help.

1. Estabelecer expectativas claras. 2. Fornecer treinamento e suporte. 3. Promover a colabora??o e a comunica??o. 4. Reconhecer e recompensar. 5. Capacitar e delegar. 6. Solicitar e agir de acordo com o feedback. 7. Criar um Ambiente de Trabalho Positivo. 8. Oferecer Oportunidades de Desenvolvimento Profissional. 9. Estabelecer Canais de Comunica??o Eficientes. 10. Promover a Inova??o e a Criatividade. 11. Gerenciar Efetivamente os Conflitos. 12. Promover o Equilíbrio entre Trabalho e Vida Pessoal.