The First 90 Days: A Guide for New Managers

30 days – Leadership

Congratulations on your promotion!

This is the forming stage for your team. Team members will be feeling uncertain about their new manager and how things might change. If they are happy with their current situation they will be skeptical and resistant. If they are unhappy, they are going to be looking to you to improve their lot. You need to step up and take the lead and also inspire and build trust.

However, you also need to understand what is expected of you from your direct managers. You can’t lead a team unless you are given some idea of where you need to go and why.

The First 90 Days, a guide for new Managers

What you need from your manager(s)

  • What is expected of you?
  • What are your objectives and how do they link to corporate strategy?
  • How will your performance be measured?

What your team needs from you

  • Build trust by doing what you say you will do
  • Regular team meetings
  • Set clear expectations about ‘how we do things around here’
  • Explain what the team’s purpose is and how each person contributes to that
  • Get to know what everyone does and how the processes work
  • Look for ways to improve efficiency and productivity
  • Observe, ask questions, and learn
  • Make firm decisions for the team
  • Understand the strengths and weaknesses in the team
  • Provide encouragement and feedback

60 days – Management

 Now that you have built some confidence as a leader it is time to also manage the productivity of the team as well as focus on individuals. You need to provide clear direction, delegate effectively, monitor results, and provide helpful feedback.

Ask for clear KPIs from your Manager and then translate them into team and individual goals. Your task as a manager is to focus and motivate the team to achieve goals and you can’t do that unless you understand them as individuals.

Now is the time to introduce slight changes to process to improve efficiency. Expect resistance from some, so clearly explain the benefits for the individual, focusing on what motivates them.

The First 90 Days, a guide for new Managers

From your managers

  • Clear KPIs
  • Feedback and coaching

To your team

  • Have regular 1:1 meetings with your team members
  • Get to know individuals – what they enjoy and don’t enjoy, how they prefer to be managed, and what motivates them
  • Provide ongoing training and coaching where required
  • Provide continuous feedback
  • Delegate more tasks
  • Introduce minor changes to improve efficiency and productivity
  • Set clear goals and KPIs in line with departmental objectives

    90 days – Development

 Now that the team has had some time to settle down and you have proven they can trust you, they should be working together more smoothly. Now you can start to focus on building the capability within the team and developing individual skills. You can delegate more responsibility and also involve the team in decision making and planning. This will provide individuals with more ownership which leads to stronger engagement.
The First 90 Days, a guide for new Managers

From your managers

  • Feedback and coaching
  • Support for your ideas and plan for the next quarter

    To your team
  • Regular Team and 1:1 meetings with your team members
  • Celebration of wins
  • Continuous feedback
  • Ongoing coaching and training
  • Support where required
  • Individual motivation
  • Ask for more ideas to improve efficiency and productivity
  • Involve the team in decision making
  • Delegate more responsibility to individuals
  • Enable the team to succeed by providing the resources they need


The first 90 days as a manager are always challenging, but by focusing more of your attention on the team than on your own tasks during this time, you will find your new role much less demanding and stressful overall.

Further reading:

If you are a new manager, or an experienced manager who wants to apply a little more theory to your practice, have a look at a bit of further reading!

 3 Skills for New Managers – blog

New Managers: How to Boost Efficiency with Introduction to Management Expert Tips – Infographic

Setting Objectives Effectively: Reach your desired Outcomes

Success rarely happens by chance.

It’s the result of careful planning, dedication, and effective goal setting. Whether you’re striving for personal growth, career advancement, or business success, setting clear objectives is essential. One popular framework for setting meaningful and achievable goals is the SMART objectives method.

In this blog, we’ll explore the SMART methodology and how it can help you navigate your journey towards success.

SMART is an acronym that stands for Specific, Measurable, Achievable, Relevant, and Time-bound. This method was developed as a guideline to create objectives that are well-defined, realistic, and motivating. Let’s look at each element of the SMART framework.

setting objectives

  1. Specific

To set a sturdy foundation for your goals, they must be specific. Clearly define what you want to achieve. Vague goals often lead to confusion and lack of direction. By answering the five W’s (What, Who, Where, When and Why), you’ll narrow down your objective and set the stage for success. For instance, instead of a general goal like “Increase staff One to Ones,” a specific goal could be “Plan and meet all staff at least once a month to discuss their development.”


  1. Measurable

Measuring progress is crucial to staying on track and keeping motivated. Objectives should be quantifiable so that you can track your advancement and recognize when you’ve reached your goal. Establish tangible metrics to gauge your progress, such as percentages, numbers, or specific milestones. If your goal is to increase website traffic, a measurable objective might be “increase monthly website visitors by 20% within six months.”

setting objectives

  1. Achievable

While it’s admirable to dream big, setting unattainable goals can lead to frustration and disappointment. Your objectives should challenge you, but they should also be realistic and achievable within your current resources and constraints. Assess your skills, available time, and available resources to ensure that your goals are within reach. If you’re a novice runner, aiming to complete a marathon in a month might not be achievable, but running a 5K race could be a more realistic goal.


  1. Relevant

Goals should align with your overall vision and purpose. Each objective should contribute meaningfully to your larger aspirations. Consider whether the goal is relevant to your current situation and whether it fits into your long-term plans.


  1. Time-bound

Without a clear deadline, goals can easily lose their urgency. Time-bound objectives give you a sense of accountability and help you manage your time effectively. Set a specific time frame for achieving your goal, whether it’s a few weeks, months, or years. This not only provides structure but also motivates you to work consistently towards your objective. For instance, if you’re learning Excel, your time-bound goal could be “Be able to write basic formulas within six months.”

setting objectives


In the pursuit of success, setting SMART objectives can be your secret weapon. This framework offers a systematic approach to goal-setting that ensures your objectives are well-defined, attainable, and motivating. By making your goals Specific, Measurable, Achievable, Relevant, and Time-bound, you increase your chances of turning your aspirations into reality.

Further Reading

If this subject area has interested you, and you’re looking for other practical areas to implement it, why not have a look at:

New Managers: How to Boost Efficiency with Introduction to Management Expert Tips

And how to set goals for your team using the SMART method

Setting Goals for your Team