Whom the Gods wish to destroy, they first call promising.
Cyril Connolly
Understanding The New Manager Halo has helped our clients to take a more balanced and strategic view of their new hires, rather than the more knee-jerk and reactive approach that can be common in hospitality businesses.
It’s the easiest fix and can be truly game changing in companies where staff seem to circle in and out of favour like some sort of playground popularity contest.
We see this at all levels. From a new supervisor on the restaurant floor, to a new head of operations in a larger company. And certainly with senior chefs.
On arrival it’s very easy for these new hires to identify a handful of things that were being done differently – and potentially better – at their previous place of work. They’re finding a few ‘gaps’ to be filled.
Maybe they implement a new sign-in system for staff. Suggest switching to slack so people can escape whatsapp groups in their free time. Or they create (or rather, copy from their last employer…) a really tight end of day reporting sheet.
It’s even easier for chefs who will bring with them a book full of new dishes, and new techniques that they’ve learnt from past employers.
The bosses are very happy with this new hire – they have all the answers it seems – and now they’re in the inner circle.
Except their initial great work seems to be reverting to the sort of standard the owners were more used to…their ideas are drying up and they’re just sort of plodding along now.
Well, of course.
Filling “the gaps” provides a handful of easy wins. But these new hires aren’t ideas machines, they’re just fresh blood. And fresh blood doesn’t stay fresh for long.
By placing the metaphorical halo on their heads we’re not doing them any favours. It’s a horrible feeling to be welcomed as a saviour and then promptly devalued when it turns out you’re just another employee, doing their best to get the work done.
The answer is simply to be aware of the easy wins and gap-filling available to new managers. Don’t judge them on it for better or worse. Just be grateful for any positive change.
What matters is their ability to maintain standards or raise them, to lead their team, to add to a positive working culture…and a thousand other things that won’t be apparent in their first couple of weeks at work.
Reserve judgement, and keep in mind that long term performance is what you hired this person for. Not a few quick changes.
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