How to Onboard a
New Manager

The employee onboarding process is an essential part of an induction into a company — and when it comes to onboarding a manager, the process should be in-depth and well-planned to make sure they have every chance of succeeding in their new role.

This is why we’ve created our guide about how to onboard a new manager. Once you’ve read the advice and guidance, don’t forget to use our FREE manager onboarding checklist to make sure you’re giving your new recruit every chance of success.  

Onboarding a new manager is similar to onboarding any employee, but they often require more attention, guidance and support.

If you’ve hired internally, there can be the assumption that this employee knows everything — but this does not mean you should let them get on with it. Often referred to as inboarding, these managers should receive just as much support as an external hire. Although we focus on onboarding here, much of the same advice should be followed for internal hires as well.

The cost of hiring a new employee can be up to £30,000. This means you need to make your onboarding process a crucial part of a new manager’s experience.  Your business may already have an onboarding process in place, but it can always be made better. Read below to find out how to successfully onboard a new manager.

Contact the New Manager Before They Arrive

The onboarding process starts before the new manager arrives. Call or email them a day or two before they are due to start. Give them useful information such as where to park, what time to arrive and any documents they need to bring.

Arranging this call can make the new manager feel more at ease and demonstrates to them that you’re prepared for their arrival. It’s often the little things, such as knowing what to wear, which are most appreciated.

Prepare All the Paperwork

Paperwork is a necessary part of the onboarding process. It might not be the most fun, but it’s crucial. The contract should be ready for them on their desk, along with any other necessary paperwork. It doesn’t have to be the first thing they sit down to do, but it should be ready for them on arrival.

Cover the Basics

Just because a manager has a lot of responsibilities, doesn’t mean they can overlook a lot of the basics. These standard pieces of knowledge can break up the day; it’s simple but necessary things, such as a tour of the office, how the coffee machine works or where their key contacts sit.

Make a Three to Six-Month Plan

40% of employees leave their jobs within the first six months. With this in mind, the onboarding process should be longer than a week’s induction.

For the first three to six months, you need to set goals and outline the work for the manager. They must know what is expected of them and communicate their role and responsibilities. Schedule follow-up chats and sessions to give and receive feedback about how they are doing.  These regular performance reviews should continue throughout their time at the company.

Organise Training

Training is different to onboarding. Onboarding is an ongoing process, but training is learning something very specific for the role. The onboarding process, therefore, is highly likely to involve some form of training. There are different ways to train new managers.

Using an HR consultancy firm to create a unique training course to fit the needs of your new manager has proven to be extremely effective. This allows you to focus on the specific skills they need and are tailored to the company. On-the-job training can also be arranged to learn about new software or anything the manager has to deal with.

As you can see from our guide about how to onboard a new manager, the process starts way before the new manager arrives and continues for about six months. This is why it must be thoroughly planned. Use our free manager onboarding checklist now to start planning the process for your latest recruits.

With over 30 years of experience, Davis Associates creates unique training for new managers. Call us on 020 8398 6644 or contact an HR consultant online.