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Manager Coaching · Proposed example, not live

New Manager Series

Why

163 people carry a 'became a manager' date. Managers already get strong review-cycle support (the Mid-Year manager email opened at 90.6%), but nothing when they first step into the role.

Already running at Forward

  • Hiring manager kickoff when an offer is accepted (98.4% open)
  • Review-cycle guidance and office hours for people managers
Trigger
Became a Manager date (163 people carry this date)
Audience
the new manager, plus their own manager for message 0
Channel
Email
Communication objective
Support new managers with relevant resources and development touchpoints through their first 90 days.
Suggested measurement
Resource clicks, confirmed check-ins and reflection feedback, measured separately.

From
People & Culture <peopleandculture@forwardfinancing.com>
To / Audience
Manager of the new manager
Sends
1 day after Became a Manager10:00 AM recipient's local time, weekdays
Subject
Preferred First Name is now a people manager: how to support them

Hi Manager's First Name,

Preferred First Name Last Name has just stepped into a people manager role. The first 90 days shape how new managers lead, and your support makes the biggest difference.

Three ways to help this month

  • Set expectations early. In your next 1:1, talk through what success looks like for them as a manager in the first 90 days.
  • Share how you run things. Walk them through your own 1:1 rhythm, how you give feedback and how you handle approvals.
  • Make space for questions. Add 15 minutes to your 1:1s for manager topics for the next few months.

We've also enrolled Preferred First Name in a short New Manager series covering 1:1s, feedback, delegation and recognition, so you'll be reinforcing the same ideas.

Questions? Reach out to Business Partner, their People Business Partner.

People & Culture