What makes a good boss?

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I asked Chat GPT to create a speech to new and newly promoted managers setting expectations of performance. Notice the focus is on developing people. The template provides a way to measure the expectations. If you are a manger or boss I encourage you to answer  the questions at the end. Let me know your thoughts

Welcome to Leadership: What to Expect in Your First 90 Days as a Manager

Congratulations on stepping into your new role as a manager! Whether you’re leading a team for the first time or taking on broader responsibilities, this is a big and exciting step. Your leadership has a direct impact on your team’s performance, morale, and retention—and we’re here to help you succeed.

What’s Expected of You

In your first 90 days, your focus should be on people first. Here’s what we expect:

1. Build Trust and Relationships
   Get to know your team. Learn what motivates them, where they thrive, and how they like to work. Trust is your foundation.

2. Set Clear Expectations
   Make sure everyone knows what success looks like. Clarify roles, responsibilities, and how each person contributes to team goals.

3. Create a Culture of Feedback
   Start early with regular, honest conversations. Recognize good work. Address challenges quickly and respectfully.

4. Develop Your Team
   Spot strengths. Look for growth opportunities. Support learning and stretch assignments that prepare people for what’s next.

5. Foster Engagement and Belonging
   Build a team culture where people feel valued, included, and inspired to do their best work.

How Your Performance Will Be Measured

Your success as a manager will be evaluated by the success of your team. Specifically:

• Team Performance: Are your people hitting their goals and contributing to business outcomes?

• Retention & Engagement: Are you creating an environment where people want to stay and grow?

You’re Not Alone—Here’s What You Can Rely On

We’re invested in your growth. These three resources are here to support you:

• Mentorship: You’ll be matched with a seasoned leader for monthly check-ins and practical advice.

• Manager Essentials Training: You’ll get tools and strategies to lead with confidence.

• People Partner Support: Your HR contact is your ally in team development, performance, and retention planning.

You don’t need to be perfect. You need to be present, intentional, and open to learning. Great leadership starts with care—and you’re already on the right path.

Welcome to your next chapter.

Here is a template of how to measure success

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✅ 1. 30/60/90-Day Manager Check-In Template

Audience: New Manager + Their Manager or People Partner
Format: 30-minute meeting, can be virtual or in person

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Check-In Questions:

1. Team Relationships

   • How have you been getting to know your team?

   • Who are your key contributors? Who might need more support?

2. Clarity and Communication

   • Have you had 1:1s with your team members? How often?

   • Are expectations and goals clear for each person?

3. Feedback and Development

   • How are you giving feedback?

   • Have you identified any development needs or opportunities?

4. Team Engagement and Culture

   • What have you done to foster engagement and belonging?

   • Any early signs of disengagement or issues?

5. Support

   • What’s been your biggest challenge so far?

   • What support, tools, or training would help you lead more effectively?

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📊 2. 60-Day Team Pulse Survey Template

Audience: Team Members of the New Manager
Format: Anonymous survey (Google Form, internal tool, etc.)

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Survey Questions (Scale: Strongly Agree to Strongly Disagree)

1. My manager sets clear expectations for our team.

2. I feel comfortable sharing feedback and ideas with my manager.

3. My manager gives recognition when work is done well.

4. I understand how my role connects to the team’s goals.

5. I feel valued and included in our team environment.

Optional open-ended:

• What’s one thing your manager is doing well?

• What’s one thing they could improve?

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🪞 3. 90-Day Manager Reflection Template

Audience: New Manager + Their Manager
Format: Written reflection followed by a discussion

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Reflection Prompts:

1. What have you learned about your team in your first 90 days?

2. What has gone well? What are you most proud of?

3. What challenges are still unresolved?

4. What feedback have you received from your team?

5. What’s one leadership habit or skill you want to focus on next?

6. What’s your retention or engagement goal for the next 3–6 months?