Today’s question came from a professional stepping into a new management role:

What advice would you give me when I take over a new department with a weak team?

Hi,

I’m taking over a new department and as per what my boss told me, the team I will be managing is weak beside one or two employees, I plan not to make any quick changes as I need to maintain stability, what suggestions you can give me to make a change within the team members and to run evaluation on everyone? As well as keeping the team together through the change and make everything smooth?

My recommendation would be to do your homework BEFORE you accept the position. Treat this just like any other new job search. Take more ownership of the decision to accept this position in the first place. Don’t just accept it because your manager needs someone in this position.   Instead speak with each team member, find out (for yourself) your ability to work well with them and their work personalities. Do this before accepting the position and don’t solely rely on your manager’s perceptions. This is your career choice – so make it a good one.
[Consider: If this role doesn’t go well for you, your performance review will imply that you failed.  It will not state that your manager forced you into taking over a weak team and therefore, the manger set you up for failure.  This is your decision and yours alone – and you will be evaluated as such.]

Just because the company needs this position filled ASAP – doesn’t mean that it needs to be done by you.  In short – your team is in their current predicament because of your manager’s actions (or lack of action).  Why feel obligated to clean up after him?  If this team and team’s charter is important to your manager, he can find the appropriate resources.  It doesn’t have to be you.

If this is your first experience as a manager – then I would give it additional thought.  It’s difficult for a seasoned manager to come into a “less than mediocre” team and be immediately successful.  If this is your first experience as a manager and your first experience will be with a lackluster group, it is not only  setting yourself up difficulty but for self-doubt as well.  Self-doubt leads to second-guessing and additional mistakes.

Consider negotiating a 2-3 week temporary, fill-in (interim) position.  This helps your manager out with his immediate situation; while allowing you time to decide if this is the right career decision for you  (not for your company or your manager, but for you).  This should give you the time to gain your own perceptions about the team dynamics (instead of solely relying on your manager’s opinions).   I would schedule a follow-up evaluation meeting after two week to discuss your recommendations for the team with your manager.  If you need further time to make your evaluation and recommendations, then review your current status with your manager and repeat.  If you are expected to take lead of this team, then take the lead; put the pieces into place to make it successful; request for the resources that you need to turn the team around; outline your road-map to your and your team’s success.  If you find your manager is not willing to collaborate on any of these ideas, then you know that you will not be getting any future support from your manager; he is not really invested in the team’s success (or yours) and this position probably isn’t the best step for you.  But, once again, if this team and the team’s charter is important to your manager, he will get you the resources that you need to be a success.  If he isn’t doing his best to make this successful, then his behavior is telling you that this team and it’s charter isn’t important to him.

It’s just not prudent to walk into an unknown situation that means so much to your career path and professional development.  Do your homework to decide if you want to take on this difficult assignment.  Is this assignment actually aligned to your career goals and purpose (not just because the company needs someone in this position).  Take everyone else out of the picture and make the decision based on your goals and purpose.

If you have already taken the position, the most effective way to get the best from your team is to conduct frequent one-on-one manager meetings with each employee.  Also have regular meetings with your mentors, business coach, and manager – for the same reasons.

For a free checklist on “How to Hold an Effective One-on-One manager’s meeting”,  request the checklist <<HERE>>

If you need additional information, I am  available for business and professional development coaching.

I also have several worksheets that help clarify your goals, your teams missions, and your performance expectations in the Professional Development Toolkit.  The toolkit goes into the who, what, where, when, why and how of all of the above.  It contains audios, videos, presentations, and worksheets for your use and growth.  Take the next step and check the toolkit out <<HERE>>