Invite a detailed conversation about the current role with a “Stop-Start-Sustain” framework:

• Stop – things that are counterproductive, prohibitively burdensome, or inefficient
• Start – ideas for improving the role and the company
• Sustain – the activities and investments that are working well as intended.

Some teammates may be expecting enhanced compensation or promotions based on verbal statements made by your predecessor. A teammate may have even expected to get your job.

As such, it’s a good idea to directly ask “what career conversations have you had before today that may not be captured in our records?”

Expect that some teammates will interpret time with the new leader as an ideal opportunity to denigrate other co-workers. 

Head this off at the pass with a ground-rule: In that initial conversation, we won’t be talking about the effectiveness of anyone except for the employee’s direct reports.

During that first meeting, schedule a follow-up talk a few weeks out.

And make clear that you value an ongoing candid dialogue.