Marie G. McIntyre, Ph.D.

(All material on yourofficecoach.com is copyrighted to Marie G. McIntyre.  All rights reserved.)

1. Study your new manager’s leadership style.  Every manager has specific likes, dislikes, preferences, quirks, and hot buttons.  Learn as much as you can about your new boss, either by asking directly, checking out the grapevine, or observing carefully.  Modify your behavior accordingly.

2. Don’t assume that “different” means “wrong”.  Your new manager will probably do some things (maybe many things) differently from your old boss.  Unless there are legal or ethical issues, this change in direction is not “wrong” – just a new approach.  And you probably need to adjust to it.

3. Maintain a helpful attitude.  New managers really appreciate staff members who are encouraging and cooperative.  Figure out ways to be helpful to your new boss.  Share information about your work, give a heads-up about problems, be a good listener, say nice things (as long as you mean them).  

4. Discuss expectations.  Have a clear conversation with your new boss about your job.  Provide information about your goals, challenges, contributions, and resource needs.  Determine whether this manager has expectations that differ in any significant way from the previous one.  Agree on goals, objectives.  Discuss how information will be shared and decisions will be made.

5. Never complain publicly about your boss.  Strategizing with colleagues about how to adjust to your new manager can be helpful – kind of like group therapy.  But do not, under any circumstances, get in the habit of griping about your boss to others.  Many people have lost their jobs this way.

6. If your new boss has never been a manager before . . .  Keep in mind that the transition to management is tough, so you need to cut your new boss some slack.  The big change for first-time managers is that they now have some power over people, and they often don’t quite know how to handle it.  Some become little dictators, while others try to be everybody’s buddy.  Give them time to settle into the role.  If it seems appropriate, ask how they like being a manager and if the job is what they expected.

7. If your new boss used to be your co-worker . . .  The difficult part of this transition is that everyone has to adjust to a change in roles.  Your former colleague is now responsible for managing your performance, which can initially be uncomfortable for both of you.  Find an opportunity to discuss the role change, ask how you can help, and offer your support.  If the two of you were sworn enemies, this is an unfortunate development for you, so try to adjust your attitude and make amends.  Or dust off your resume.

8. If your new boss is a personal friend . . .  When a friend becomes your manager, that person can no longer be a friend in exactly the same way.  After all, he or she now has to keep certain information confidential, worry about how other staff members will perceive your relationship, and do your performance review.  Be understanding about this change and don’t expect things to be the same.

9. If your new boss came from another organization . . .  Whenever people change organizations, they have to adjust to a different culture, and your new manager is no exception.  Sharing information with your boss about the organization is helpful, as long as you don’t start saying how things “should” be done.  This manager may have some different ideas.  Asking questions to learn abut their previous organization may help you understand their point of view.

10. Address issues with a direct, problem-solving approach.  If you have concerns about your new manager’s actions or decisions – and it’s more than just doing things differently – then you should initiate a discussion about it.  Just don’t become confrontational, argumentative, or defensive.  Describe how the issue or problem is adversely affecting results, then ask for your manager’s view of the situation.  And listen to the answer.  Your goal is to end the discussion with some helpful agreements or action steps.

11. Only take concerns to others as a last resort.  If something truly destructive is going on, especially if it involves discrimination, harassment, illegal activity, or abuse, then you need to talk to your H.R. person or the next level of management.  But do not take this step if you are simply unhappy, because the odds are very good that your complaints will get back to your boss, who will not be pleased about it.

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