New manager.
Becoming a new people manager is exciting! It can also be nerve-racking. I think the most important thing to remember at this type of career transition is being empathetic. Put yourself in your employees shoes. Get to know them before jumping straight into tasks and work-related conversation.
Here are some of the things I have done over my career when I have been a new manager:
Email each team member right away. As soon as it's a known change or an announcement has been made, make sure you reach out so that the team hears from you and doesn't feel uneasy. Not connecting with them can cause concern, a quick email that says you will be reaching out soon to set up 1-on-1 time is adequate. And mention that you are excited to work with them.
2. Closer to your start date with your new employees, meet with them 1-on-1 for an hour each as a get-to-know-you session. This is fun to do over coffee or lunch, but make sure you keep it the same for each team member. Don't take one to lunch and have another meeting in a conference room.
3. I love setting the tone for a new team with team building that also improves your self-awareness. The easiest, low-lift way I have found to do this is strengths finder 2.0. It's much cheaper than a lot of assessments, it's quick, and it applies a lot to the team construct. Understanding everyone's strengths makes you a better team overall. Buy the assessment for your team, set up a team meeting to review, and ask each member to share their strengths with the team. A good question to ask after they share: "Do these results surprise you?".
4. Make sure you ask your team questions, learn from them and ask for their opinion. There is nothing worse than a new boss who doesn't seem to care about what the team is doing and think they have all the answers!
