To be surprised at this situation

[raspberrydreams]

I started a new job recently - it's a management job. However it is becoming clear that they aren't expecting to 'train' me just allow me to train myself. I've not been given any training booklets/links to online training or anything like that and from next week I'm expected to hire my new team.
I'm worried to be honest. I don't understand what I'm doing, I don't know how to use the systems well and I don't know how to do the technical aspects of the job.
I've basically been left to it.

AIBU to be surprised with this or Is this standard when you go into a management role?

I would always expect some level of onboarding / training in your first week or two. Both to familiarise yourself with the company and it's culture, but also to give you plenty of touch points where you can ask questions. I normally also expect to be buddied with someone who is already at the company, so you always know where you can go if you're stuck with the day to day.

So if you literally started and they said 'There's your equipment, of you go' then that's not normal in any role surely?

What sort of training are you looking for? What gaps have you found that you'd like to close?

@Curiosity101 it's a different work place and different job role but the same company.

Yes pretty much just got this is the programmes we use for your particular role, this is when we hold our fortnightly team meeting and this is who we've invited for interviews next week. Off you go.

In terms of what I'd like I guess training in using the new systems, and at least some paperwork which explains how to do the technical bits and pieces.

I haven't held a management position before so didn't know if it's standard for management roles that you kind of just work it out

Ime I'd say it would be unusual for this sort of training to be setup for a manager unless in a large organisation. Anywhere else, its usually a case of using your own initiative to set things up yourself, I. E. Finding a system expert and booking time to sit with them and learn what you need etc.

I don't want to sound rude, but how did you get this job? From what you say it doesn't sound like you have the skills and experience to fill the role. Was their no handover from the person who previously did this or is it a new role?

I got a job once to be told "you've got the job, now go and do it!"

It was great. Didn't have to explain what or why I was doing things

I worked for a very large, and a very small company as a manager. I did not get trained at all because previous employees had left before I arrived.

Just use the knowledge and skills you already have OP and ask lots of questions. Someone must know something.

It is not an ideal situation to be in.

@5foot5 It was a merger situation. I held a similar role in my last company but was a team leader. We merged into this company and the job was replaced by this new one. We had 3 offices whereas I was based in one they've now moved me to another of the 3. So for the sites that I will be managing directly it is a brand new role.
All the systems are different and it's a real mixture of my old job and this new job. For example in the new role I'm expected to do some financial processing in my old role this was dealt with by another department etc
Being a team leader I didn't interview but rather handled the day to day training and managing of the team members obviously it is a jump but as I'm sure you can appreciate when you just start a new job it is a bit nerve racking and you don't want to mess anything up.

I actually think you should be given some training OP, has there been some confusion and they haven’t clocked that you haven’t used these systems before?

Something I always do in new jobs is spend the first couple of weeks booking 30 minute catchups into the diary of anyone else roughly my level across the organisation. Pose it as a way to get to know people but then ask lots and lots of questions. It’s also valuable in the majority of roles to know people in other departments and makes it much easier in the months to come when you need something from them

Have you had any training in recruitment practices or the company’s framework for scoring interviews/questions to ask/process to follow? They could be leaving themselves open to all kinds of challenge if you inadvertently make a mistake... even more so if the interviewee is in the redeployment pool! Is there any online/ e-learning available you could use to brush up on systems access or policy/process

@Turnedouttoes I'm going to address it more formally to my new boss tomorrow. We are all still working from home so it may be that they have just forgotten! I didn't want to 'rock the boat' as such if this was usual practice.
To confirm I'm happy to read up about stuff etc but as of now I can't find any documents on it.

If you need training on a tech system just ask someone. For example I needed some training on the recruitment system, I just asked the in-house recruiter where to get it and he took me though it in 15 mins. You're probably just expected to organise it yourself.

I definitely don't agree with PPs saying you should figure it out yourself. Managers especially need a certain level of training to ensure consistency. Particularly if they're hiring managers as you need to ensure your hiring practices are fair. And you can end up with wildly different performance assessments if there's no formal training.

It could be that it's been overlooked, forgotten or just never considered OP but its a good plan to ask your new manager tomorrow. You should have had your new role and any changes in responsibilities made clear too.

Good luck 😊. I do agree you should be proactively reaching out to contacts who are in similar roles and building your network / talking to people who might be able to help you. But having no training sounds unreasonable.

At your level I wouldn't expect much training. I would have thought that you would be able to identify areas where you need support and then worked out the best person to talk to to get the info you need.

I'd expect a manager to be able to solve this kind of problem themselves, you're paid a higher salary as you have more responsibility, work with autonomy and have to make decisions.

If you were concerned after that point that you still had gaps I would raise it then. 'I've spoken to X and Y to get information about the system but still have questions on Z element. Who can I go to to get that information?'

If it's a merger situation there won't be a formal training plan ready for each and every role, you'll need to be proactive to get the information you need.

If you are a detail oriented person, or naturally cautious, I can see that this wouldn't be your ideal scenario. Hopefully you can get the information you need to feel comfortable.