I'll address the question in your post not in the title (too broad).
Here are some generics things you can do to start :
- Get to know (skill, background personallity, ...) each of your subordinates individually and make them know you. What they expect of you, what you (and the company) will expect of them. If they're willing to talk about the previous manager, what was working for them, what they think could be improved (no blaming, bashing of course).
- Get to know how they work as a group, (who is their leader, ...) what make their group good (and don't need to be changed!) what can be improved. When you address what can be improved, stay positive, don't say "you bad" but "we can improve this".
- Learn management styles and which one(s) would suit the people you are going to manage.
- Learn what your company (those above you) expect from your team and make sure your team understand it.
- When receiving orders from top (new organisation, new process,...), and when it is possible, handle the mail and propose to your team a way to handle what the top is asking. Don't just follow it to your team and expect them to handle it.
Also note that since peoples are different, it's possible that you have to adjust your management for some people. For instance some are very autonomous and will strongly dislikes recurrent follow-ups and others will apreciate.
You can also read various thing about how to deal with introvert/extravert people and other traits of people. I don't recommend you any neither to choose one and follow it to the letter, but reading about them will likely help you to understand your people better.