Fight Manager Onboarding Checklist

Fight Manager Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Fight Manager starts their role, they can learn about their responsibilities and your company as quickly as possible? Whether you’re keen to use buddy onboarding, want to automate your Sports onboarding experience or just need an onboarding checklist for your new Fight Manager, you’re in the right place. We’ve put together a sample Fight Manager onboarding checklist below and have created onboarding templates & resources to help.

Fight Manager Onboarding Checklist

1. Contract and paperwork completion: The fight manager’s first task is to complete all necessary contracts and paperwork with the new company. This includes signing employment agreements, non-disclosure agreements, and any other legal documents required. The task is typically performed by the HR department or the company’s legal team.

2. Introduction to company policies and procedures: The fight manager needs to familiarize themselves with the company’s policies and procedures. This includes understanding the code of conduct, dress code, attendance policy, and any other guidelines that govern the workplace. The HR department or a designated trainer usually conducts this task.

3. Introduction to the company’s organizational structure: It is crucial for the fight manager to understand the company’s organizational structure, including the reporting lines, key departments, and key personnel. This helps them navigate the company effectively and know who to approach for different matters. The HR department or a designated supervisor typically provides this information.

4. Introduction to the company’s mission, vision, and values: The fight manager should be introduced to the company’s mission, vision, and values to align their work with the organization’s overall goals. This task is usually performed by the HR department or a designated representative from the executive team.

5. Familiarization with company culture: Understanding the company’s culture is essential for the fight manager to integrate smoothly into the organization. This includes learning about the company’s traditions, communication style, and overall work environment. The HR department or a designated mentor can assist with this task.

6. Training on company-specific software and tools: The fight manager needs to receive training on any software or tools specific to the company’s operations. This may include CRM systems, project management tools, or any other software necessary for their role. The IT department or a designated trainer typically provides this training.

7. Introduction to key stakeholders: The fight manager should be introduced to key stakeholders within the company, such as senior management, department heads, and colleagues they will frequently interact with. This helps establish relationships and facilitates effective communication. The HR department or a designated supervisor usually arranges these introductions.

8. Familiarization with company’s fight management processes: The fight manager needs to understand the company’s fight management processes, including how fights are scheduled, contracts negotiated, and fighters managed. This task is typically performed by a senior fight manager or a designated trainer.

9. Review of past fights and fighters: The fight manager should review past fights and fighters the company has managed to gain insights into the company’s approach and strategies. This helps them understand the company’s strengths and areas for improvement. The HR department or a designated supervisor can provide access to relevant fight records.

10. Shadowing experienced fight managers: Shadowing experienced fight managers allows the new fight manager to observe and learn from their colleagues’ day-to-day activities. This provides valuable hands-on experience and helps them understand the company’s fight management processes in practice. The HR department or a designated supervisor can arrange these shadowing opportunities.

11. Attendance at company meetings and events: The fight manager should attend company meetings and events to get a broader understanding of the company’s operations, goals, and culture. This includes team meetings, company-wide meetings, and any other relevant gatherings. The HR department or a designated supervisor can inform the fight manager about upcoming meetings and events.

12. Review of company’s marketing and promotional strategies: The fight manager should familiarize themselves with the company’s marketing and promotional strategies to understand how fights are marketed, ticket sales are managed, and sponsorships are secured. This task can be performed by the marketing department or a designated representative.

13. Introduction to the company’s health and safety protocols: The fight manager needs to be aware of the company’s health and safety protocols to ensure the well-being of fighters, staff, and spectators during events. This includes understanding emergency procedures, first aid protocols, and any specific safety measures related to fight management. The HR department or a designated safety officer typically provides this information.

14. Review of financial management processes: The fight manager should review the company’s financial management processes, including budgeting, revenue tracking, and expense management. This helps them understand the financial aspects of fight management and ensures compliance with company policies. The finance department or a designated financial manager can provide this information.

15. Ongoing performance feedback and evaluation: The fight manager should receive ongoing performance feedback and evaluations to identify areas of improvement and ensure they are meeting the company’s expectations. This task is typically performed by the fight manager’s direct supervisor or a designated performance management team.

16. Continuous professional development opportunities: The fight manager should be provided with continuous professional development opportunities, such as attending industry conferences, workshops, or training sessions. This helps them stay updated with industry trends and enhances their skills as a fight manager. The HR department or a designated supervisor can inform the fight manager about available opportunities.

17. Introduction to company benefits and perks: The fight manager should be informed about the company’s benefits and perks, such as health insurance, retirement plans, vacation policies, and any other employee benefits. This task is typically performed by the HR department or a designated benefits coordinator.

18. Introduction to company’s social and community initiatives: The fight manager should be introduced to the company’s social and community initiatives, such as charity events or partnerships. This helps them understand the company’s commitment to social responsibility and community engagement. The HR department or a designated representative can provide this information.

19. Review of legal and regulatory requirements: The fight manager should review the legal and regulatory requirements specific to the sports industry and fight management. This includes understanding licensing, contract laws, and any other legal obligations. The HR department or a designated legal advisor can provide guidance on these requirements.

20. Introduction to company’s performance metrics and KPIs: The fight manager should be familiarized with the company’s performance metrics and key performance indicators (KPIs) relevant to their role. This helps them understand how their performance will be measured and evaluated. The HR department or a designated supervisor can provide this information

Setting Up Your Employee Onboarding Process

From reading through the items in the example Fight Manager checklist above, you’ll now have an idea of how you can apply best practices to getting your new Fight Manager up to speed and working well in your Sports team. Scroll up to see the link to our onboarding templates & resources or get in touch to discuss getting help setting up your systems and processes in this area.