The Question I Ask Every New Report
The Question I Ask Every New Report
In my years of experience managing tech teams, one of the most pivotal moments in establishing a productive relationship with a new report is our very first conversation. While many leaders might focus on the past experiences of their new team members, I have adopted a different approach: I ask them a simple, yet powerful question.
The Question That Matters
“What do you want to achieve in your career, and how can I help?"
This question does more than just engage my new report; it sets the stage for a supportive and collaborative working relationship. It enables me to understand their aspirations, motivations, and the areas in which they may need guidance.
Why This Approach Works
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Focus on the Future, Not the Past: Many new hires come with baggage from previous jobs—whether it’s a difficult manager or a toxic work environment. By not dwelling on their past experiences, I help them shift their focus to what lies ahead. This is crucial for fostering a positive mindset and encouraging them to embrace their new role fully.
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Encouraging Open Communication: By asking about their career aspirations, I signal to my reports that I value their goals and want to play an active role in their professional development. This encourages an open line of communication and establishes a foundation of trust.
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Fostering Ownership: When team members articulate their goals, they take ownership of their career paths. It allows me to align their objectives with the team’s goals, creating a win-win scenario where personal growth contributes to team success.
Potential Pitfalls to Avoid
While this approach has proven effective for me, it’s essential to remain vigilant about potential pitfalls:
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Overload of Expectations: While it’s vital to support your reports, it’s equally important to set realistic expectations. Be clear about what you can and cannot provide in terms of support and resources.
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Neglecting Team Dynamics: While individual aspirations are crucial, they must also align with team goals. Ensure that personal objectives do not disrupt team cohesion or project timelines.
Proven Methodologies for Success
To complement my initial question, I also employ methodologies that have worked well in my experience:
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Career Development Plans: I work with each report to create a personalized development plan that outlines their goals, necessary skills, and actionable steps.
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Regular Check-Ins: Establishing a routine of one-on-one meetings helps to monitor progress and adjust plans as necessary. This reinforces a culture of continuous improvement and support.
A Brief Anecdote
I once had a report named Sarah who joined my team with a wealth of experience but was hesitant to share her past due to a challenging relationship with her previous manager. During our initial conversation, I asked her about her career goals. To my surprise, she expressed a desire to move into a leadership role, something she had never discussed with anyone before. With this knowledge, we developed a plan that included mentorship opportunities and leadership training. Over the next year, Sarah blossomed into a confident leader, ultimately leading a project that became a significant success for our team.
Conclusion
As leaders, our role is not just to manage tasks but to nurture talent and foster a sense of purpose within our teams. By asking the right questions, we empower our reports to pursue their ambitions while aligning their goals with the organization’s needs. This approach not only enhances individual performance but also cultivates a culture of growth and collaboration.
What questions do you find most effective when onboarding new team members? Let’s continue the conversation in the comments.