New Manager Checklist: Step-by-Step Manager Onboarding Guide

Stepping into a managerial role for the first time can feel like being handed the keys to a ship with no map, no compass, and a crew looking to you for direction.

You're no longer just responsible for your own performance. 

Now, you're the go-to person for decisions, development, and direction. It’s a big shift and it comes with its own set of challenges, unknowns, and a whole lot of “Am I doing this right?”

This isn’t just the case with first time managers too. 

Someone stepping into a managerial role in a new organization also has a lot of ground to cover before leading their team effectively.

The good news? Nobody has to figure it out alone.

Whether you’re onboarding a new manager in your organization or stepping into leadership yourself, having a clear roadmap makes all the difference. 

While everyone can benefit from an employee onboarding checklist, they are often too broad. 

That is why we put together a new manager checklist, designed specifically to create an effective onboarding process for managers.

It is built to help new managers:

Hit the ground running.

Build  trust quickly.

Avoid common and avoidable mistakes.

In this guide, we’ll walk you through a step-by-step onboarding checklist designed specifically for new and first-time managers. 

We’ll cover everything from meeting your team to aligning on goals, setting expectations, and establishing feedback loops.

Because great managers aren’t born: They’re onboarded well.

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Why You Need a Manager Onboarding Checklist

Let's evaluate the reality of first time management in detail:

Research indicates that many new managers feel ill-equipped for their roles. A study by the Center for Creative Leadership found that nearly 60% of first-time managers never received any training when they transitioned into their leadership role.

Furthermore, according to an Impellus 2017 Survey, 50% of managers in organizations are considered ineffective.

These aren't the only bits of empiric evidence that support the need for a new manager onboarding checklist:

Research shows that the lack of preparation mentioned above can lead to significant challenges.

According to a 2023 survey by Harris Research and Oji, employees who had negative experiences with poor managers reported increased stress and anxiety, a desire to leave the organization, and a loss of confidence in their company.

So what exactly are the key challenges some first-time managers or new managers in an organization face?

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Key Challenges Faced by New Managers

While each management scenario and case comes with its own unique set of challenges, we narrowed some of the most common challenges faced by new managers or first-time managers here:

1. Transitioning from Peer to Leader:‍

This of course, applies in the case of an employee advancing in their career path in an organization and receiving a promotion. Managing former colleagues can blur boundaries and create tension. Establishing clear expectations and open communication is essential to navigate this shift. ​

2. Developing Managerial Effectiveness‍

As is the case with every new role, managerial muscles need some stretching before they can function effectively. New managers often struggle with delegating tasks and providing constructive feedback. Building these skills is vital for team productivity and morale.

Here is a useful article, elaborating on: The Modern Manager's Fear of Delagation

3. Building Team Trust and Cohesion‍

Fostering a collaborative and trusting team environment requires consistent effort and emotional intelligence. 

As Jan Carlzon, former CEO of SAS Group, notes

 "An individual without information can't take responsibility. An individual with information can't help but take responsibility."

4. The Importance of Preparation and Support

Given these challenges, it's evident that first-time managers benefit greatly from structured support and resources. 

As management expert Stephen Covey stated:

 "Management is efficiency in climbing the ladder of success; leadership determines whether the ladder is leaning against the right wall." ​

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The Complete New Manager Checklist: Step-by-Step Onboarding Process for New Managers

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Before you dive headfirst into day-to-day tasks and weekly check-in meetings, it’s crucial to build a solid foundation.

That means getting oriented not just to your role but to your company’s culture, people, and systems.

While we’ve made the full checklist available for download (👇 don’t miss it!), we’re also walking through each step here in detail so you understand the why behind every action.

Whether you're the one onboarding or you're guiding someone through it, this step-by-step breakdown will help new managers avoid common missteps and make the most of their first 90 days in an organization.

Quick Note: For the sake of convenience, this checklist will be addressing the "new manager" directly!

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1. Orientation & Company Integration

If you are a new manager joining an organization, before you set goals or assign tasks, take time to learn how the company works: its mission, its leadership structure, and its cultural DNA.

This will certainly help you communicate more clearly, make better decisions, and build an early rapport with your team.

Here’s what this stage looks like in action:

Understand the Company DNA

• Review the mission, vision, and values: Not just on paper, but how they show up in daily operations.
• Ask your manager and HR how success is defined in your department.
• Join all-hands or town hall meetings to hear how leaders communicate priorities.
  

Meet Your Stakeholders Early

• ‍Schedule intro meetings with your direct supervisor, skip-level leaders, and key cross-functional partners.
• Prepare thoughtful questions: “What’s working well on this team?” “Where do you see the biggest opportunities?”

Get Familiar with the Org Chart

• Understand who does what and how your team fits into the bigger picture.
• Learn the informal org too: Who do people go to for quick answers, not just approvals?

Set Up Your Work Environment

• Make sure you have access to all key platforms (Microsoft Teams, Outlook, HR tools, etc.).
• Ask about naming conventions, folder structures, and where the “source of truth” lives.
• Create a workspace that helps you think clearly. Yes, even if you're remote.‍‍
  

💡 Pro Tip: Don't rush orientation. According to Gallup, managers account for at least 70% of the variance in employee engagement. A few thoughtful weeks upfront can have ripple effects across your team’s success.

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2. Team Introductions & Relationship Building

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You might have the title, but leadership isn’t granted on day one.

Your first few weeks are a chance to learn more than you speak, listen more than you direct, and begin building the relationships that will shape your team’s success. Start by understanding the individuals, then build toward team cohesion.

Hold Introductory 1:1s with Each Direct Report

• ‍Ask about their current responsibilities, challenges, and goals.
  
• Explore how they prefer to communicate and receive feedback.
  
• Listen with the goal of learning, not fixing.
  

Observe Team Dynamics in Action

• ‍Join existing meetings and take note of how collaboration happens.
• Look for unspoken norms. Who speaks up? Who holds back? How are decisions made?
  

Share Your Own Story and Leadership Philosophy

• Offer insight into your background, values, and how you approach leadership.
• Emphasize that you’re here to support and elevate, not overhaul.
  

Start Networking Across Departments

• Reach out to colleagues in other teams you’ll need to work with.
• Ask, “How does our team impact your work?” and “What does great collaboration look like to you?”
  
  

💡 Quick tip: Don’t just introduce yourself. Invite connection. Set the tone for a team culture that values openness and collaboration from day one.

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3. Operational Setup & Admin Essentials

While relationship-building is emotional work, this next part is operational. If you don’t have the right access, tools, or calendar structure, you’ll end up reacting instead of leading. Time to get your systems in order.

Ensure Access to All Necessary Tools

• Verify that your permissions are set up for HR platforms, project management tools, and reporting dashboards.
• Ask your team what systems they rely on most. Don’t just go by the official checklist.
  

Organize Your Calendar Thoughtfully

• Set up recurring 1:1s, team check-ins, and project reviews early on.
• Block time for deep work, learning, and reflection.
• Define your availability windows so people know when they can expect a quick response.
  
  

Establish a Clear Folder and File Structure

• Align with your team on how documentation is stored and named.
• Create templates for reports, meeting notes, and updates to reduce confusion.
  
  

Know Where to Go for Help

• Identify internal go-tos for IT issues, policy questions, and people ops support.
• Bookmark your company intranet or knowledge base if one exists.
  
  

💡 Stat to consider: According to McKinsey, the average worker spends nearly 20% of their time searching for internal information. A well-structured setup can save hours each week.

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4. Aligning Goals & Role Expectations

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You’ve built early rapport. You’ve got your tools and calendar in place. Now it’s time to get clear on what success actually looks like for you and for your team. This is one of the most important steps in a manager's 90-day plan.

Misalignment on goals is one of the top reasons new managers stumble. Avoid this by proactively defining expectations and checking that everyone’s rowing in the same direction.

Clarify Your Own Responsibilities

• Meet with your manager to discuss short-term priorities and long-term expectations.
• Ask how your performance will be evaluated in the first 90 days and beyond.
  
  

Review and Refine Team Goals

• Take stock of existing OKRs, KPIs, or team objectives. This truly depends on your goal-setting methodolgy.
• Ask your direct reports how they define success in their current roles then compare that to what’s written down.
  
  

Define Clear Metrics for Success

• Don’t just assign tasks assign outcomes.
• Establish shared goals and personal development targets with each team member.
  
  

Align on Role Expectations

• If needed, revisit job descriptions and performance metrics with HR and adjust for clarity.
• Make sure your team understands not just their tasks, but their purpose in the organizational strategy.
  
  

💡 Leadership insight: As Peter Drucker once said, “What gets measured gets managed.” That starts with defining what you’re actually trying to achieve.

Useful Resources: 12 Free Goal-Setting Templates

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5. Communication & Feedback Best Practices

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This is your moment to create clarity around how your team shares updates, addresses issues, and recognizes success. Without a clear communication and feedback structure, information gets lost, misunderstandings multiply, and most importantly, feedback becomes reactive instead of proactive.

Set Clear Communication Norms

• Decide how your team will use Microsoft Teams, email, or chat.
• Set expectations around responsiveness and preferred channels for different types of communication.
• Establish a predictable meeting cadence. Don’t let updates pile up.
  
  

Make Feedback a Normal Part of Work

• Start by asking for it: “What should I keep doing, start doing, or stop doing?”
• Use 1:1s to deliver regular, ad-hoc feedback. Don’t wait for review season.
• Normalize upward feedback with prompts like, “Is there anything I could’ve handled better?”
  
  

Recognize Achievements Publicly

• Use team meetings or company-wide shoutouts to highlight wins.
• Leverage recognition tools inside Microsoft Teams or Outlook to make it part of daily work.
  
  

Prepare for Conflict Before It Happens

• Align on escalation paths and how your team handles disagreements.
• Stay curious and calm when tensions arise how you respond sets the tone.
  
  

💡 Stat to know: According to a study, 82% of employees appreciate receiving feedback, positive or negative, at least once a week.

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 6. Personal & Team Development

If you want your team to grow, you need to lead by example. Development isn’t a once-a-year conversation—it’s a continuous process that starts from the very beginning.

Your early actions will shape how seriously your team takes their own growth, so invest in both their development and your own.

Create a Personal Growth Plan

• Identify leadership skills you want to strengthen and set time aside each week to work on them.
• Ask your manager for recommended courses, internal mentors, or stretch projects.
  
  

Understand Each Team Member’s Aspirations

• Use early 1:1s to ask: “Where do you want to grow this year?” or “What skills would you love to develop?”
• Connect individual goals to current or upcoming projects.
  
  

Partner with HR on Development Paths

• Collaborate on Individual Development Plans or mentorship programs.
• Make sure development conversations are ongoing—not saved for performance reviews.
  
  

Share Learning Openly

• Bring new insights from articles, events, or workshops to the team.
• Foster a culture where learning is visible, valued, and rewarded.
  
  

💡 Leadership wisdom: “Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.” — Jack Welch

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7. Driving Execution and Early Wins

The fastest way to build trust as a new manager? Deliver results that matter—and let your team share in the win.

This phase is about taking everything you’ve learned and putting it into action. The goal isn’t to overhaul everything overnight, but to prioritize smartly, execute clearly, and show forward momentum.

Audit Current Projects

• Review every project your team is working on and ask: “Does this align with our goals?”
• Identify any duplicate work, missed dependencies, or initiatives that need re-scoping.
  
  

Prioritize and Delegate Effectively

• Focus your team’s energy on high-impact work.
• Let go of the urge to “do it all yourself”. delegate based on employee strengths and key competencies.
  
  

Deliver a Quick Win

• Identify something that can be improved with minimal effort but noticeable impact.
• Celebrate the outcome publicly to reinforce team motivation.
  
  

Implement Progress Tracking

• Use a simple dashboard or reporting cadence to track goals and project outcomes.
• Review regularly in team meetings to maintain visibility and accountability.
  
  

💡 Momentum tip: In your first 90 days, aim for progress over perfection. People remember how you made them feel—and that includes the confidence of small, early successes.

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Best Practices for New Managers

There’s no perfect playbook for leadership—but there are a few key habits that set great managers apart early on.

Whether you’re managing people for the first time or mentoring someone who is, these best practices can help build trust, increase clarity, and drive team performance right from the start.

• ‍Listen before you lead: Ask more questions than you answer. Get curious about how the team works before you try to change anything.
• Be consistent, not perfect: You don’t need all the answers, just a reliable rhythm. Regular 1:1s, follow-through on promises, and visible support go a long way.‍
• Create psychological safety: Make it clear that it’s okay to speak up, make mistakes, and ask for help. People perform better when they feel safe to be real.
• Celebrate wins (big and small): Recognition builds momentum. Highlight progress, not just outcomes—and let others share the spotlight.
• Set boundaries early: New managers often overextend themselves trying to prove their value. Protect your time and model work-life balance for your team.
• Ask for feedback and follow up on it: Show your team that their input shapes your leadership. It builds trust and encourages them to do the same with each other.
  

💡 Pro tip: Leadership isn’t about being the smartest person in the room. It’s about creating a room where everyone feels smart, supported, and seen.

How to Support New Managers in Your Organization

A strong manager doesn’t just show up fully formed—they’re developed, supported, and set up for success by the organization around them.

If you’re in HR or senior leadership, here’s how you can create a supportive environment for first-time managers:

• Start with a formal onboarding plan: Don’t assume managers will “figure it out.” Provide a structured roadmap (like the checklist we’ve shared) for their first 90 days.
• ‍Offer manager-specific training: Include sessions on giving feedback, coaching employees, leading 1:1s, and handling conflict.
• ‍Assign mentors or peer buddies: Let new managers shadow experienced leaders or have a go-to person for candid advice. Peer support builds confidence fast.‍
• Provide toolkits and resources: Templates for 1:1 meetings, feedback conversations, performance reviews, all of these lower the cognitive load of early leadership.