Your first team meeting as a new manager

One of your important tasks in your first two weeks is to hold a team meeting. Here are some tips on how to approach your first team meeting as a new manager. 

Preparing for your first team meeting

Send an email with the agenda

During this time of transition, your team may be anxious about what changes will happen now that they have a new manager. This is normal, and being aware of it can help you put your team at ease. Send a meeting invite with the agenda and intended outcome for your first team meeting (here's a sample agenda and template for that meeting), so there are no surprises. 

Know your goal 

Your goal for this first meeting should be to: 

• Show you’re worthy of your team’s trust
• Show that you’re humble and ready to learn
• Show that your intention is you want to help

While it may be tempting to explain your vision for change and what you plan to do, your team won’t get on board with your vision until they know that they can trust you. 

Gather what you’ve learned about your team so far

Whether as part of the onboarding process or through a discussion with your own manager ahead of time, gather some key details about your new team beforehand. This includes things like: 

• Are there any existing issues that you should know about? 
• Has the team recently earned praise for a successful project?
• Has there been a turnover problem? 
• Has the team been there a long time, or are most employees relatively new?

Knowing these answers can help you avoid pressing any “hot buttons” from the start, should any exist. It also allows you to modify some of the comments and information you share with your new team.

An agenda for your first team meeting 

(Get a first team meeting template here)

The first 10 minutes: 

Open with a statement of excitement

Begin the meeting on a positive note that signals your excitement to be on this team. 

Share about yourself

In the first few minutes, help people get to know you, beyond your accomplishments and expertise. Here are a few ideas of what to share: 

1. What is your leadership philosophy? 
2. What company value do you most resonate with? 
3. What drew you to our company? 
4. What do you like to do in your spare time? 

Share your intentions as their manager

Your team wants to know that you will support them. Share that you are here to help them do the best work of their careers and to support them to accomplish great things. Make it clear that you are in learning mode. Let your team know that you don’t have all the answers and that you still have a lot to learn. Try saying something like: “I’m the new person here, and so all of you in this room know more than me. You all carry with you insights and experiences that I don’t have. I’m excited to learn from all of you.” A learning mindset is one of the greatest ways to show vulnerability, and build trust with your team.

The middle of the meeting

Check in with your team using an icebreaker

Now that you’ve shared a bit about yourself, explain that you want to get to know your team better. Here are a few of our favorite icebreaker questions. Make sure your team knows this isn’t mandatory, but that you hope they’d feel comfortable participating 

Ask a few thoughtful questions

The majority of your first meeting as a new manager should be spent asking a few key questions to your team as a whole. Let them know there are no right or wrong answers. You are there to learn about their current experience. These questions will help you learn what changes the team would like to see. Here are some ideas for what to ask: 

• How would you describe the things we do really well as a team?
• What is the biggest challenge this team faces?
• What has kept you here as part of this team for as long as you have been here?
• What would enable this time to take it to the next level?
• What was the best team experience for you? The worst team experience?

Take note of what you can address quickly. Is there a project that is deadweight? Is there a useless policy that’s slowing people down? The best way to build trust with your new team and show that you’re here to help is to actually help.

Listen for what people view as “success” and progress, and consider how you’re going to define and measure that. As a leader, one of your primary jobs will be to say what “success” is, and how well the team is doing to get there.

Closing the meeting

Remind your team that you will have recurring 1-1’s with each of them, and you’ll have ongoing team meetings, so today’s first team meeting is just the start of your regular communication together.

Close the meeting by asking the open-ended question, “What questions do you have?” Then pause for at least 30 seconds. Though it might feel uncomfortable, resist the urge to talk over the silence. Introverts especially need a bit more time to think through what they want to say or ask. 

Be prepared for tough questions such as, “What do you think you’ll change?” and “What do you see as the vision for the team?” Be prepared to answer each question honestly  and if you don’t feel like you have the information you need to answer or you’re running out of time, thank them for asking and be sure to answer it next time, or in a follow up communication with your team. 

Thank everyone for their time and share your excitement about being part of this team again.