Your first team meeting as a new manager sets the tone for how you'll be perceived. It's natural to feel overwhelmed. You might find yourself wondering:

• Will they respect me?
• Will they trust me?
• Will they follow my vision?
• How do I look?
• Should I be strictly professional or show my personality?

These are normal concerns, but here's the truth: your team has plenty on their mind. They're asking themselves:

• How will this affect my job?
• Will there be significant changes?
• What's this person's management style?
• Will my new boss like me?

Shift the focus from "me" to "they." 

When stepping into this first meeting, consider yourself a speaker on stage. Though you may feel nervous, it's really about your audience. In this case, your team. They've likely done their homework, googled you, and asked around to understand who's coming into their professional lives.

Therefore, you don't need a grand speech; what you do need is authenticity. Start with a positive tone and a relaxed demeanor. That will de-electrify the atmosphere in the room.

Briefly introduce yourself

Share your professional background, but keep it concise. Highlight the experiences that show your competence in this new role.

Also, humanize yourself by sharing something personal, like a hobby or passion you're currently investing time in outside of work.

Be transparent about your values 

These will shape your leadership style, so let them know what you stand for. If your team knows what is important to you and what you live by, they will be in a position to relate to that immediately or receive a clear signal of a potential gap.

Tell them Why you accepted the challenge 

This is more than just a formality—it's a window into your motivation and your vision for the team. Again, it's not about »I wanted a title.« You were hired or promoted for a reason, and that reason is usually to make things better. Be open about what drew you to the role.

Whether it's a desire to make the team's day-to-day smoother, foster a more cohesive culture, or drive results, share your honest intention. When the team understands why you're there, it provides clarity and creates a shared sense of purpose.

Assure them that you won't be rushing into changes

Instead, you'll take time to understand them, the dynamics of the group, and their role within the company. This approach shows that you respect the team's current state and are there to support their growth, not disrupt it unnecessarily. To know them and understand them, you do the following:  

Announce One-on-One Meetings

Most new managers focus on plans, numbers, and strategies right away. But there's a bigger opportunity here: listening and learning. Commit to one-on-one meetings with each team member. Here's why this isn't just a polite gesture:

1. You need their insight – Your team members have been in the trenches longer than you. They know the workflows, the obstacles, and the company culture. More importantly, they know what works and what doesn't for themselves and the team. Asking for their suggestions isn't just about being nice—it's about gaining essential intel that will inform your decisions and allow you to align the team's strengths with your vision and long-term objectives.
2. It builds trust and alignment – Listening to their struggles, successes, and frustrations shows that you're there to create solutions that benefit the whole team. When your team feels heard, you're laying the foundation for engagement and loyalty. This will lead to better performance and a stronger sense of belonging. 

Include everyone in a short, informal conversation. Keep it lighthearted and relaxed. It will allow you to observe team dynamics and identify potential areas of collaboration or friction. Use this to connect and understand how they interact as a unit without diving into heavy topics.

Final Thoughts

In the first meeting, avoid delving into metrics or company targets. Instead, focus on creating an environment of collaboration. Communicate that from now on, it's about "we"—the collective effort of the team.  

By being transparent about your intentions, showing genuine interest in each team member, and prioritizing understanding over immediate changes, you'll create a foundation that leads to both trust and results.

 Watch a short video on YouTube: How to lead your first team meeting as a manager

ACTION STEPS:

1. Prepare Your First Meeting Script: outline a simple structure for the meeting. Write a brief and    authentic introduction about yourself. Include your professional background, values, why you accepted the role, and assurances that you'll take time to learn before making changes.
2. Practice delivering it in a relaxed, conversational manner to set a positive and comfortable tone for your team.
3. Research Your Team: gather available information about your team members. Try to talk to people who know them and even have professional relationships with them.
4. Clarify Your Leadership Vision: reflect on your leadership values and the vision you want to bring to the team. Ask yourself what kind of leader you want to be and what key values you want to emphasize.