New Manager Assimilation Team Question Set

Pre-circulated anonymous survey capturing what the team knows, wants to know, and wants the new leader to know before the facilitated assimilation session. Surfaces concerns and expectations confidentially so the facilitator can theme responses and guide a productive first conversation.

What We Already Know

• What do you already know about our new manager — from their background, reputation, or early interactions since they arrived?
  Share anything you've heard, read, or observed. There are no wrong answers — this helps the facilitator understand the team's starting point.
• Based on what you know so far, how confident are you that this leader is a good fit for our team?
  1 = Not at all confident, 5 = Very confident
• If your confidence rating was 3 or below, what's driving that uncertainty?
  Optional — only answer if your rating above was 1, 2, or 3. Your candor helps the facilitator address real concerns in the session.

What We Want to Know About Our New Manager

• What is the single most important thing you want to learn about our new manager's leadership style or approach?
  Think about what would most help you work effectively with them — communication preferences, decision-making style, priorities, etc.
• Which of the following topics are you most curious about? Select all that apply.
  Check every topic you'd like the facilitated session to cover.
• How does the new manager like to give and receive feedback?
  Select the topic that matters most to you personally if you could only ask one question.
• What question do you most want the new manager to answer during the assimilation session?
  Be as specific as possible. The facilitator will theme all questions and present them anonymously — your name will never be attached to this.

What We Want Our New Manager to Know About Us

• What is the most important thing our new manager should understand about how this team operates day-to-day?
  Think about norms, rhythms, unwritten rules, or ways of working that took time to learn and that a new leader might miss.
• What is this team's greatest strength that you hope the new manager will recognize and protect?
  What are we genuinely proud of? What should they be careful not to disrupt?
• What is one area where this team has struggled or is still growing — something the new manager should know about honestly?
  Honest input here helps the new manager set realistic expectations and offer the right support.
• How well do you feel the team currently functions as a cohesive unit?
  1 = Significant dysfunction, 5 = Highly cohesive and effective

Concerns, Hopes, and Expectations

• Is there anything about this leadership transition that concerns or worries you?
  This is a safe space. Concerns shared here are themed and anonymized — they will never be attributed to you individually.
• What are you most hopeful about with this new manager joining the team?
  What positive change or opportunity does this transition represent for you or the team?
• How would you describe the team's current morale as we enter this transition?
  1 = Very low — people are anxious or disengaged, 5 = Very high — people are energized and optimistic
• If morale is 3 or below, what is the primary driver of that sentiment right now?
  Optional — only answer if your morale rating above was 1, 2, or 3.
• What would a successful first 90 days look like from your perspective — what would the new manager need to do or demonstrate?
  Think in concrete, observable terms: what actions, behaviors, or decisions would signal to you that this is going well?

Anything Else

• Is there anything else you'd like the facilitator to know before the assimilation session — anything not captured above?
  This is your open channel. All responses are anonymous and will be used only to make the session as useful as possible for the team.