A new boss is always a significant adjustment, especially if the previous boss hired you. However, with the appropriate technique, a change of the guard can provide an opening for you to advance and learn new skills, fostering a sense of hope and motivation.
Where should I start?
Start with a reality check. Bosses come and go, and this is the type of transition you should keep in mind. When a manager leaves, some people feel abandoned, and it may feel personal if that employer hired you — but it is not.
Find out why the new boss is joining if you still need to learn. This is critical: If your prior boss is departing the company and the new boss is a direct successor, that is one thing. If the new manager was brought in to shake up your underperforming squad, that’s a different story.
Once you’ve learned the background, delve into researching the new boss. Understanding their management style, their track record, and their preferences can provide valuable insights. If you know someone who has worked with them, consider inviting them for a casual conversation. Remember, this is not about spying or gossiping, but about gathering essential knowledge to help you navigate and advance in your new work environment.
What can I expect?
In a word, change. Everyone wants to leave their mark. Even if the new boss is a “continuity boss” who makes only minor adjustments, they will likely have distinctive methods of doing things and may have a distinct management style. As a result, you must be willing to be flexible, adaptive, and open to new working methods, fostering a sense of resilience and flexibility.
Get an excellent start.
You never get another chance to make a first impression. Ensure you’re ready, even if your new boss is meeting with the entire team. Consider the most apparent questions they might ask. Consider asking some clever, positive questions. If the meeting is one-on-one, you should prepare. Strive to be confident, optimistic, and open. But be cautious—you don’t know what prejudices (if any) they have about you, nor do you know what opinions they have. Although they are unlikely to ask “gotcha” questions to catch you off guard, you should keep your diplomatic antenna up and avoid contentious or frivolous statements and unnecessary disagreements with them. Look for personal connections – similar interests like family, sports, and hobbies — to help break the ice and establish rapport.
What if my prior boss left under a cloud?
You’ll need to do some balance here. You want to be honest about what isn’t working, but you also want to be optimistic and productive. So, if you’re asked what could be better, focus on the solutions and the future rather than the issues and the past. Please don’t complain about your former boss; it will make you appear disloyal. Respond factually without becoming personal if you are asked directly about problems that occurred under your previous supervisor. A lot of this depends on how you frame it. For example, “Appraisals could have been more regular and robust” is preferable to “He didn’t bother to give us appraisals.”
Search for opportunities.
Regardless of how well you got along with your previous boss, a new person will allow you to do things differently. So, consider which aspects of your employment you detest or want to alter. How can you broaden the role? Did your prior supervisor limit you in any way? A new employer can provide an excellent opportunity to improve your employment.
Be there for your new employer, too. It will be a severe learning curve for them. Focus on meeting their needs and making their lives easy. If they take over an existing team, you can establish yourself as their indispensable go-to guy. Understand their aims and how you fit into them. Stay within a reasonable distance, however. You want your supervisor to perceive you as competent and helpful rather than a nuisance who continuously wants involvement. Again, strike a balance.
What should I watch out for?
The scenario can become more complicated if the boss is brought in to solve problems, especially if they arrive with several of their hand-picked employees. You may believe that your affiliation with the past has tarnished you as an inferior team member. The challenge is to avoid falling into this thinking. Instead of perceiving yourself as a member of a discredited old order, present yourself as a confident, competent individual who aspires to be a part of the new order. Work on your relationships with your new teammates and supervisor.
If things get tricky, request a one-on-one with your new supervisor. Explain that you wish to deliver for them and leave the past behind. You were an excellent team member who gave their all in challenging situations. It’s important to realize that your supervisor is also trying to make things work. Replacing employees can be a costly and inefficient procedure.
What if it simply doesn’t work?
Give it time. Change is often slow to take effect. But give it a little bit of time. You don’t share your new boss’s vision, and if things aren’t working out, you should have that chat with them. Try to keep it constructive. Can you work elsewhere within the company? Is redundancy with a good reward an option? These situations are frequently portrayed as antagonistic, yet they may be highly amicable if approached correctly. You both tried, but it did not work, and it is no one’s fault. You must ensure that you part in mutually beneficial ways.
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