The New Manager

It is the goal of most companies to grow their business! As their businesses grow, there becomes a need for additional supervision and management. This is one of the first pains of growth.

Most organizations do not have staff that can be promoted and as a result, they need to hire someone from outside their organization. This can create another growth pain. How do you get the buy in from your staff? What can be done by the new manager to get the acceptance of the staff? Let us look at the parts executive management, new manager, and staff play in making this process a smooth one.

Executive Management

Recognize that in the perspective of the staff there will definitely be some insecurities and questions regarding the new manager. It is your job to reinforce the benefits of the incoming manager. Meet with the existing supervisory and management staff and have them identify their strengths and areas they would like to make stronger.

EXAMPLE- Have an easel and have the following headings:


Ask each one to come up to the board and write something under each column. Commend them on the Strengths and explain how the company is going to make the weaker areas stronger. It is because of the number of items listed under strengths that the company has been able to grow.

Finally, explain that to continue to grow, you have brought in someone that has experience in getting to the next level and knows of the frustrations of growth, but has been able to develop good solutions. Together a strategic plan of growth will be developed.

Don’t be a “Boss”

Although anxious to implement their ideas, a new manager needs to be patient and silent until they have had time to learn more about the new company. Trying to establish yourself as the “Boss” will alienate you from fellow managers and more important your staff. Listen, Observe, and learn the current processes being used. Understand that you have been hired (In most cases) because the company has been doing a lot of things good and what they need is your expertise to get to the next level.

Getting Staff Onboard

The staff and existing managers need to embrace the added management. If they are favorable and supportive, the employees reporting to them will be more inclined to be accepting and positive.

Change is not easy, but is necessary for success.


Ron Segura is president of Segura Associates. His company works with large organizations to streamline their cleaning and building operations as well as promote sustainability and healthier cleaning strategies so that facilities function more effectively and efficiently and realize a cost savings. He can be reached through his company website at