Jenny von Podewils* says whether you are making an internal transfer or joining a new company, there are some proven practices to help set you up well.
Despite the global economic uncertainty, 46 per cent of employees plan to change jobs within the first half of 2023—and you might be among them.
While this number represents intention rather than concrete plans, it’s clear that employees have little interest in a wait-and-see approach to a tech industry swelling with layoffs and feel more confident taking things into their own hands.
(The trend of “career cushioning” documents this well).
There’s a saying: “You don’t leave a bad job; you leave a bad manager.”
Of course, employees also cite compensation and benefits (76 per cent) and work-life balance (74 per cent) as key reasons to leave—and managers can’t always control that.
However, a manager is both a conduit and a gatekeeper to leadership decision-making.
And setting yourself up for success with your manager will help you carve out a fulfilling career path in the company.
Alongside the layoffs and resignations, “quiet hiring” is seeing many people placed in new teams and reporting to new managers at short notice.
Knowing how to start this relationship on the right foot is essential.
Not an entirely new concept, but with heightened relevance in today’s macroeconomic climate, quiet hiring stems from needing to do more with less.
Faced with reduced hiring budgets or, in many cases, workforce reduction, people leaders and team leads need to reshuffle (and often stretch) their current teams and resources to meet changed business needs.
A direct consequence is that many employees find themselves with new managers.
While it might not feel like you have a lot of say in this situation, there is a lot you can do to start a strong relationship with a new manager.
Whether you are making an internal transfer or joining a new company, there are some proven practices to help set you up well.
Make a solid first impression
To make a solid first impression, start by researching the company, the team, and the person you’ll report to.
This includes checking LinkedIn and company resources to get a better understanding of the company’s direction, mission, values, and leadership’s vision for the business.
When meeting your new manager, be friendly, open, and honest about what you know and don’t know.
Asking well-considered questions (answers to which you can’t find on the company site) can be a great way to start the conversation.
It’s also beneficial to share your areas of interest, strengths, and the development path you envision.
Express your eagerness to learn and be a team player to demonstrate that you are proactive and interested in being an active part of the team.
Most importantly, be your authentic self and do what feels right to you.
Remember that you bring something unique to the team, so there is no need to try to be someone you’re not.
Maintain a productive and friendly relationship
To ensure a productive and friendly relationship with your new manager, it’s important to stay organized and take the initiative: Keep on top of your tasks and show that you’re willing to take on more responsibilities.
Offer to help in areas where you believe your strengths would benefit the team.
But don’t be afraid to ask for help and share where you’re struggling, so that your manager can know how to best support you.
Show your manager that you can focus and prioritize your work effectively.
Be open to feedback and constructive criticism, and take it as an opportunity to learn and improve.
Besides being professional, be kind, humble, and always assume the best in others.
Lastly, remember that to build a positive and supportive work environment, getting to know your colleagues as people, not just coworkers, is essential.
Take an interest in your manager as a person—we are all people first.
Challenge the status quo
After a few weeks have passed, take the time to evaluate your relationship with your new manager.
Note areas of collaboration that could be improved.
Long term, think about ways to renew or refresh established routines.
Ask your colleagues what works well in their one-on-one meetings with managers, and bring those ideas to the table during your own one-on-ones.
Suggest regular retrospective meetings to assess what has gone well with a project and identify opportunities to build on that success in future assignments.
This will improve your ability to collaborate effectively, so your relationship with your manager stays healthy and agile.
Own your own destiny.
While it can be tempting to let routine take over once you slip into a familiar and comfortable rhythm, you should strive for continuous improvement.
Evaluate your relationship with your new manager after a few weeks or months and suggest improvements or fresh ideas.
Don’t worry if this all sounds like too much to take in at once.
Remember that it’s a process.
The important thing is to get started.
Starting a strong relationship with a new manager is essential for carving out a productive and fulfilling career path in your company.
By staying organized, taking the initiative, being open to feedback, and assuming the best in others, you can help build a sound foundation for long-lasting collaboration.
By following these recommendations, you can set yourself up for success with your new manager and in your career, particularly during times of change.
*Jenny von Podewils is the cofounder and co-CEO of Leapsome.
This article first appeared at fastcompany.com
