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yourofficecoach.com is copyrighted to Marie G. McIntyre. All rights
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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.
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.
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).
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.
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.
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.
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.
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.
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.
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.
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.