Support your new manager by making sure they are well-informed regarding the following:
HR policies: Ensure new managers are familiar with the workplace policies they need to enforce. Provide an employee handbook and other reference materials to help answer employees’ questions.
Management systems: Teach the new manager your company’s procedures for handling performance reviews, disciplinary issues, onboarding new employees, etc.
Technical systems: While most new managers are not co-trained as IT experts, they should have at least a cursory understanding of your tech systems, how they work, and whom to call in case something goes wrong.
The “Big Picture”: Managers must understand how their department fits into the overall functions of the company, each department’s functions and goals, and the company’s overall objectives. Share information that helps the new manager grasp the big picture.
And while all employees should know your company’s mission, it is especially important for new managers to know it, be able to explain it and live it.
Problem-solving: What’s the chain of command at your business? How much latitude are you giving the manager to solve problems? Will there be an interim period where they need to run issues by you until you know they’re equipped to handle them independently? It’s critical that you and your managers communicate often and honestly.
Quality control: A manager should be well-informed of quality control processes and make sure the staff follows established guidelines.
Time management: Because there are frequent interruptions, questions that need addressing and meetings to attend, time management challenges are different for managers than non-managers. Suggest ways the new manager can manage time effectively in the new role and ensure they have the right tools and training.