Who this packet is for
This packet is for individual contributors who become managers as well as managers newly joining your company.
Purpose of this packet
By the end of this packet the new manager will know:
Their responsibilities as a manager
How to run great 1-1s
Overview of how to have performance and career development conversations
🤔 Why are these items included?
More than skills training, most new managers just want to know what is expected of them. We start with the core of establishing responsibilities and expectations and then build skills from there.
By the end of this packet the new manager’s manager will know:
How to help a new manager make to the transition from individual contributor to manager
How to coach a new manager on giving and receiving feedback
How to set a new manager and their reports up for success
🤔 Why are these items included?
It's important for new managers to understand the difference between being an individual contributor and being a manager. Receiving early feedback and coaching from an established manager on these subjects helps a new manager more easily make this transition.
Length of time covered
This packet covers the first four weeks of the new manager’s journey.
Pyns included in this packet
This packet includes 8 Pyns (4 for the new manager and 4 for their manager).
How to use this packet
In order to customize this packet to your company:
Personalize the language to fit your company’s style (e.g., if you have a special term for new starters or what you call your employees, formal v informal tone, etc).
Add company photos to the headings
Complete sections where you see information requested in brackets with your own company’s information or links (e.g., for the Pyns in this packet you should add information about manager responsibilities, resources, and trainings)
What if I already have manager development content?
Perfect! There are a couple of options for how you could combine Pyn’s content with your own.
You can edit any of the manager development Pyns, as described above, to combine them with your content. Complete the sections where you see “Pyn note to HR,” remove sections that don’t work for you, or create new sections.
Alternatively, instead of adding your content into the existing manager development Pyns, you could mix and match between the two. For example, you may want to start with the Pyns in this packet and then add in your own skills development Pyns (e.g., content on 1-1s, coaching, managing performance, feedback, etc).
Do's and Don'ts
Personalize these Pyns to fit your company’s style and lingo
Add company photos to the headings of your Pyns
Be sure to fill in any bracketed information like [date of review deadline] or [day of the week] that you see in the Pyn
Complete sections where you see “Pyn note to HR” with your own company’s information or links
Make sure your content is timely, specific, actionable and direct
Send more than 2 messages per week
Send overly long or detailed messages
Send Pyns too far in advance of when the information it contains will be needed
Create Pyns with vague titles and descriptions
Be too formal in your communications. Feel free to use pronouns like “we” and “I”