New Manager Assimilation Team Question Set

Pre-circulated anonymous survey capturing what the team knows about the new manager, what they want to learn, and what they want the manager to know — collected confidentially before the facilitated assimilation session.

What We Already Know

• What do you already know about the new manager — from their background, reputation, or anything you've heard so far?
  Share anything you've learned through introductions, LinkedIn, word of mouth, or prior interactions. There are no wrong answers — this helps the facilitator understand the team's starting point.
• How would you describe the team's current mood or sentiment heading into this leadership transition?
  1 = Very anxious or uncertain, 5 = Confident and optimistic
• If you selected 3 or below, what's driving that feeling?
  Optional — your candid input helps the facilitator address concerns proactively.

What We Want to Know About the New Manager

• What is the single most important thing you want to learn about the new manager during the assimilation session?
  Think about what would most help you work effectively with them — their style, priorities, decision-making approach, expectations, etc.
• Which of the following topics are you most curious about? (Select all that apply)
  Your selections will help the facilitator prioritize discussion time.
• How important is it to you that the new manager understands the team's existing ways of working before making changes?
  1 = Not important at all, 5 = Extremely important
• If you rated this 3 or below, tell us more — what flexibility or change are you open to?
  Optional — helps the facilitator understand the team's appetite for change.

What We Want the New Manager to Know About Us

• What is the most important thing the new manager should know about this team to be effective right away?
  Think about team culture, unwritten norms, strengths, ongoing challenges, or anything that would take months to discover on their own.
• What is the team currently doing really well that you hope the new manager will recognize and protect?
  Highlight the strengths, rituals, or dynamics that make the team effective.
• What is one thing the team has been struggling with that you hope the new manager can help address?
  This is a safe space — responses are anonymous and will be shared as themes, not attributed to individuals.
• How well do you feel the team currently operates as a cohesive unit?
  1 = Significant dysfunction or silos, 5 = Highly cohesive and collaborative
• If you rated this 3 or below, what's the primary driver of that dynamic?
  Optional — your input helps the facilitator flag team health themes for the new manager.

Concerns, Hopes, and the Facilitated Session

• Do you have any concerns about this leadership transition that you'd like the facilitator to be aware of?
  These will be handled with care — the facilitator will surface patterns without attributing comments to individuals.
• What is your single biggest hope for what this new manager relationship will bring to you or the team?
  Hopes are just as important as concerns — they help the facilitator set a constructive tone for the session.
• How comfortable do you feel participating openly in the facilitated assimilation session?
  1 = Not comfortable at all — I'll hold back, 5 = Very comfortable — I'll speak freely
• If you rated your comfort level 3 or below, what would make the session feel safer or more productive for you?
  Optional — the facilitator uses this to design the session structure and ground rules.
• Is there anything else you'd like the facilitator or the new manager to know that wasn't covered above?
  Open space — use it however is most useful to you.