Week by week, the 26 steps in the New Manager Pathway enable a first time manager or supervisor to focus on those areas of their job that matter most. This is done under the guidance of a mentor, usually their line manager, and the whole process is managed using the Performance100 platform.
This means you get all the benefits of the platform including extensive customisation possibilities to suit your exact needs, feedback and diagnostic tools, reporting of valuable usage and status information, real-time figures you can use for ROI calculations, and the multi-lingual capabilities of the platform.
We do. We experience. We remember.
We all know that most of what a manager needs to know in order to do their job is learned on the job through experience and interactions with colleagues. That experience takes time although this time can be shortened if the experience is structured. The New Managers Pathway takes advantage of this informal learning and provides a structured approach that ensures new managers are learning the right things at the right time.
New managers are not overloaded with information too quickly which is often what happens in a training course, and what they learn week by week using the pathway is applied directly to their job giving an immediate return on investment.
How well do you think your managers would perform if they covered all of those subjects under the guidance of a mentor?
Mentoring is a vital part of the week by week process. Mentors would normally be the new manager’s line manager. The mentor is provided with their own guide on the material to cover in the weekly mentoring sessions giving them a framework. This is especially important for line managers who are new to mentoring and perhaps also need to brush up on their own knowledge of the weekly topics.