You're managing a team of new hires. How can you ensure everyone is on the same page?

To ensure everyone is on the same page: 1. Clearly communicate expectations and goals. 2. Provide thorough training and resources. 3. Encourage open communication and feedback. 4. Establish regular check-ins and team meetings. 5. Foster a collaborative and supportive team environment.

Clear communication is key. Defining goals and establishing a clear path to get there, offering unconditional support along the way. I think it is also very important to add new hires to projects where seasoned team members can offer mentorship and guidance, especially when the tasks are complex in multifaceted enterprise environments.

1. Set clear expectations: Clearly communicate roles, responsibilities, goals, and deadlines to all team members from the beginning. 2. Foster open communication: Encourage team members to ask questions, voice concerns, and provide feedback. Regular team meetings and one-on-one check-ins can help. 3. Provide regular updates: Keep team members informed of any changes or updates to projects, timelines, or strategies.. 4. Promote collaboration: Encourage team members to work together, share knowledge and ideas, and support each other in achieving common goals. 5. Lead by example: As a manager, demonstrate open communication, accountability, and transparency in your own actions and decisions

Defining the scope 1.first thing is to provide induction about the company 2.Explain the objectives/goals of the company 3.Let the discussion on 4.Regulary work with them to ensure everything is well performed 5.Allow the room for feedback and improvements. 6.Show appreciation whenever goals are well achieved.

Whether its new hires or not, the first thing I do with a new team is go through expectations. I document what my expectations are for the team and the individuals on the team, what they should expect from me as their leader and what they should expect from each other. Then we discuss the expectations to make sure everyone understands and agrees to them, as well as capture any additional expectations from the team that I may not have documented. This along with the mission and vision for the team then become the guiding principles for the team.

What's important to point out, that may be obvious, is that Managers often overlook or just forget (because they are so excited about their new team), that we have to let the new team express themselves in a group setting - to observe how they engage with each other organically. And in a one to one setting where they can express themselves confidentially. And let them tell you *how* they perform at their best, worst and how they learn best. No survey or test can replace a human being simply *telling* you how they perform best.

Assessing your new hires' skills is vital to ensure everyone is on the same page. This process helps you identify their strengths and weaknesses. By understanding their capabilities, you can delegate tasks effectively and create a well-rounded team. Skill assessments can involve reviewing resumes, conducting skills tests, or running role-playing exercises. This allows you to tailor your training plan to address any skill gaps and ensure everyone has the tools they need to succeed in their roles.

In my experience, I have discovered that clarity of purpose makes achievements easy and progressive. When a man knows what he should do and why he have to do it, he uses all he has to further the course. When dealing with new employees, there is a need to make a presentation of goals and objectives of the task visible and comprehensive enough in order to actualise the targets. If there is confusion or distraction, the achievement will be marred

Delegating clearly is key to keeping your new hires on the same page. This involves providing specific instructions for each task, outlining desired outcomes, and setting realistic deadlines. Don't shy away from explaining the "why" behind the tasks – understanding the bigger picture motivates and fosters ownership. Be clear about the level of autonomy you expect, and encourage questions to ensure everyone feels comfortable asking for clarification. This transparent communication builds trust and sets your new hires up for success.

In my experience, it is always best to delegate task and priorities with the intention of also helping employees understand the purpose behind your decisions. Be open and transparent in all things, and allow every opportunity to be a learning oppurtunity.

As the manager of a team of new hires, ensuring everyone is on the same page requires effective delegation with clarity. Firstly, I establish clear objectives and expectations for each task or project, ensuring that everyone understands their role and responsibilities. I provide detailed instructions and guidelines, leaving no room for ambiguity. Additionally, I encourage open communication, welcoming questions and feedback to address any uncertainties promptly. Regular check-ins and progress updates help to maintain alignment and ensure that everyone is moving in the right direction. By delegating with clarity, I empower my team to execute tasks confidently and cohesively, fostering a productive and collaborative work environment.

In my years of experience, I have found out that a new task with needed support produce much more success than that without support. So I will counsel that in giving out tasks, employers or managers should endeavour to provide the needed supports (though not spoon-feeding as some people may become lazy) to their new employees and staff. During this support, a close monitoring will be achieved and the employees strength and weakness will be revealed. This will help the manager in decision making and leading of the team for success

The most successful delegation comes with the expectation that the leader is accessible and eager to answer questions and provide support, not just handing off a task to never see it again. Truly living the mantra that there are no stupid questions and striving to be welcoming of all questions is how we help employees grow and succeed.

It is very important to continue monitoring new processes and/or employees. I find it helpful to set up monthly meetings when onboarding so time does not slip away. I use this time to provide feedback and also received feedback and see how I can better support them. Always remember to document these conversation. It is nice to be able to show the growth to your new hire.

Monitoring and support are crucial for continued alignment. Schedule regular check-ins, whether one-on-one or team meetings, to track progress and identify roadblocks. This allows you to offer timely feedback and address any confusion before it snowballs. Encourage open communication and provide a safe space for new hires to ask questions and voice concerns. Additionally, consider offering additional resources or mentorship programs to bridge any skill gaps and ensure everyone has the support they need to succeed in their roles.

Always be in frequent contact with your team, make sure your agenda is communicated to everyone in a clear manner. At least once a week gather everyone together to review the teams work and give people the opportunity to express their ideas. Your plans as a manager might have glaring blind spots therefore it's important to have input from your organization to avoid major issues on a project. All information in any organization should be free flowing the worst thing is to have a "need to know basis" attitude. If other parts of the team are in the dark you will be setting yourself up for a big problem later.

One thing that I've found helpful is teamwork. In achieving great success in any organisation, every unit must work in unity, though diversely in their individual positions but collectively pursuing same goal. A Yorùbá adage says; "a single hand can't lift a load to the head and a single finger can't beat the chest..." The concept of these proverbs is to encourage team spirit and collaboration among people. Managers must create a balanced platform for old and new employees to meet and communicate, and take up tasks together. At some points where I've had to give out tasks, I usually pair new employees with old employees and this always produce good results as new ideas and experience are been experimented in achieving the goal.

Fostering collaboration is the glue that binds all the previous steps together. Encourage interaction between new hires and existing team members through team-building activities, buddy systems, or project partnerships. This allows knowledge sharing, builds trust, and helps new hires learn from experienced team members. Additionally, promote open communication channels and celebrate team achievements to solidify a sense of shared purpose and belonging. By fostering collaboration, you create a supportive environment where everyone feels comfortable contributing their ideas and working together towards the team's success.

Team bonding is important. It's essential to help new team members understand what everyone else is talking about. Some things might seem obvious to others, but not to everyone. So, it's best to make sure everyone knows what's going on by communicating clearly and following up on tasks until the new person feels comfortable and confident.

The task of managing a team of new hires could sometimes be assigned to a technical lead who was not involved in the hiring process. So, it is important for the technical lead to assess the actual technical capability of the new hires. More often than not, the list of technical abilities boasted in the resume fails to flourish when put to test. Needless to say, new hires need to be able to demonstrate their abilities well during the probationary period of their employment. In short, the process of managing new hires includes sifting for the good ones.

In my experience the first and most important aspect is to clearly articulate what the mission and the reason for existence of my team is. That provides the guiding principles for all team members that work in unison.