This section can be used directly inside the guide as ready-to-copy resources for HR teams.
Tool 1: New manager readiness checklist
Use this before promotion or during the manager selection process.
A future manager is more ready when they can show evidence of:
- Communicating clearly with peers
- Taking ownership without being asked
- Helping others solve problems
- Giving constructive feedback respectfully
- Staying calm under pressure
- Prioritizing effectively
- Demonstrating sound judgment
- Building trust across functions
- Learning from feedback
- Supporting company values
A future manager may need more preparation if they:
- Avoid conflict
- Struggle to delegate
- Hoard information
- Need to be the expert in every room
- Become defensive under feedback
- Have inconsistent follow-through
- Communicate poorly under stress
- Show low empathy
- Resist process or accountability
Tool 2: The first 1:1 question bank
New managers should not use their first 1:1s to dominate the conversation. They should learn.
Suggested questions:
- What work gives you the most energy?
- What work is most frustrating right now?
- What should I know about how this team operates?
- What do you need from a manager to do your best work?
- What is unclear about our current priorities?
- Where do you feel blocked?
- What skills do you want to develop?
- How do you prefer to receive feedback?
- What should I avoid doing as your manager?
- What is one thing we could improve quickly?
Tool 3: Delegation planning worksheet
Before delegating, the manager should define:
- Task or outcome:
- Why it matters:
- Owner:
- Deadline:
- Quality standard:
- Decision rights:
- Resources available:
- Risks:
- Check-in date:
- Final review date:
This prevents vague delegation and reduces micromanagement.
Tool 4: Feedback preparation template
Before giving feedback, the manager completes:
- What behavior did I observe?
- What was the impact?
- Is this a one-time issue or a pattern?
- What assumption might I be making?
- What outcome do I want from the conversation?
- What question should I ask first?
- What support can I offer?
- What next step will we agree on?
Tool 5: Manager weekly routine
A new manager needs a repeatable rhythm.
Weekly manager rhythm
Monday: Confirm priorities
Review team goals, deadlines, and risks.
Tuesday to Thursday: Coach and unblock
Use 1:1s, project check-ins, and feedback moments.
Friday: Reflect and reset
Review progress, recognize wins, document issues, and prepare for next
week.
Weekly reflection questions
- What did I clarify this week?
- What did I delegate well?
- What did I hold onto that I should have delegated?
- Who needed support?
- Who needed more challenge?
- What feedback did I give?
- What conversation did I avoid?
- What will I do differently next week?