5 ways to deal with a new boss

By Chester Elton and Adrian Gostick  

Few things can cause as much speculation and uncertainty as a new boss in the workplace. While you may have had a few issues with the outgoing regime, at least he/she was the devil you knew. To put it into terms we can relate to: Michael Scott is leaving, but who are we going to get as a replacement: Captain Kirk (calm and commanding) or Mr. Burns (sneaky and spiteful)? 

Below are a few simple tips to deal more effectively with a new boss. 

1. Learn the new rules—quickly.

Bizarrely, we find many employees dig in their heals when a new boss takes over. Overt, or covert, statements such as, “That’s not the way we do things around here,” are not going to end well for the old-guard. When employees butt heads with their new bosses, the little guys rarely win. Trust us, if you’ve ever been unemployed, you know that employed is better. So learn the new rules and adapt, fast. Schedule a time to talk to the new leader one-on-one. Tell her you want to support her, but need to know what’s expected. Ask what success looks like? We aren’t suggesting sucking up, just being direct, professional and inquisitive. To that end, take a few notes.

2. Forget the glory days.

It’s tempting to sit around the water cooler (if anyone has a water cooler anymore) and reflect on how ideal things were before the new boss arrived. Back then, employees were valued, raises were ample, creativity abounded. It was a friggin’ utopia around here. No it wasn’t. Employees were complaining back then too, just about different things. Griping never helps; not to mention that there are happy little spies everywhere in the corporate world just waiting to rat you out, i.e., “I’m ‘All In’ boss, but I’ve heard Jake has some issues … just sayin’.” Bottom line: Move forward.

3. Be patient.

Some employees are actually excited for a new boss to arrive. They see this person as a powerful sounding-board to vent about the discrepancy in their (pay/office location/title/duties/etc.). Seriously? The last thing new bosses want to deal with in their first few weeks are one individual’s specific problems—an employee who can quickly become the problem child. Prove yourself for a few months, help the new boss get up to speed and have some early wins, then schedule a time to meet and ask for advice about your concerns.

4. Don’t be a backstabber.

The new boss, in a sincere effort to gauge her team members, may ask for the low-down on specific people, i.e., “Do you think I could assign Joe that task?” Resist the urge to share negatives: “Oh, Joe is great with details, but he’s not someone you’d want talking to clients.” Another red flag: Taking credit for others’ work. Now, we aren’t saying you should be push-over, and there may come a time you’ll need to stick up for your team and call out a slacker or troublemaker, but the first few months of a boss’ regime are typically not the occasion.

5. Over communicate.

It’s old advice but sage: Repeat back what your new boss tells you. And, we’d add, document the requests too. I.e., “Okay, to be clear Boss, you need the report on our overall customer attrition by Friday; in an Excel spreadsheet. I’ll get started and send you an email by Wednesday on my progress. Does that sound right?”

The bottom line: When change happens, stay positive. Put your energy into making the situation as good as it can be. A new boss can be a fresh start, but it’s important to be patient and positive. It will make it a lot easier to go to work in the morning. 

We’d love to hear your advice on making such transitions a little smoother.

Chester Elton and Adrian Gostick are the New York Times bestselling authors of The Carrot Principle, All In and What Motivates Me. They are also co-founders of The Culture Works, an innovator in employee engagement and leadership training solutions.

If you'd like to learn how to align the work you do every day with what truly engages you, consider taking the online Motivators Assessment that's included with the What Motivates Me book. Your test results will pinpoint which of the 23 motivators will increase your happiness at work, and the 60 strategies will help you address potential blind spots that are keeping you from achieving more.