This is a common issue...and I may have a different opinion here with my startup and scaling organizations experience.

In fact, I want to cherry pick from another answer "I would suggest that you take more ownership of the decision to accept this position in the first place."

My feeling on this is that if you think the team is weak already, you are setting yourself up to fail. People have greatness in them. With that said, the counter is that sometimes people are unwilling to change or take action. Finding out which type of people you have here is important. Also, everyone thinks differently -- you may come in with your checklist, but they may not be checklist type thinkers. You may come in with your ideas and they may revolt! Sometimes you will be the oddball out and they will think you are weak.

If you can terminate these employees they will never be completely honest with you if they are fearful of their job. So surveying them about "what they think"...not so sure about that. Also, giving them even a hint of aggressiveness may cause a lot of trauma.

Going back to the previous comment - do your homework on this one. Find out how open your supervisors are to personnel change.

And now for my best recommendation --- there is a book called 'The First 90 Days' that I think may be a tremendous resource for you. It covers the "transition" from your perspective and your employees perspective which very few managers ever think about.

Cheers - you'll do fine and they will love you.

Nick