7 keys to succeeding under a new manager

1. Reset your mindset

A managerial transition often triggers strong emotions, ranging from excitement to anxiety or loss, especially when employees have built close relationships with prior leaders.

Rather than letting those reactions go unexamined, Smith recommends acknowledging them. Noticing and naming those emotions can help reduce reactivity and prevent these feelings from shaping how employees engage with a new manager.

She also cautions against forming early judgments based on others' opinions. "Reputations travel fast but are often incomplete or outdated," Smith writes. Instead, she suggests approaching the relationship with a fresh perspective.

If you feel unenthused about the transition to a new manager, Smith recommends asking yourself what the opportunity is, and what the best-case scenario could be. Intentionally focusing on potential opportunities could help you notice and seize any possibilities you otherwise wouldn't notice.

2. Utilize the gap between managers

Whenever a manager departs, there's typically a gap before the next one arrives, which can sometimes stretch out for months at senior levels. While many people treat this as dead time, Smith writes that doing so is a lost opportunity.

If an interim leader is appointed, Smith suggests investing in that relationship, even though it's temporary. Figure out their expectations and priorities and share what your career aspirations are as well as any stretch assignments you're hoping for. Interim managers provide a different vantage point and network than your previous one and could open doors you didn't have access to before.

3. Take advantage of the clean slate

A new manager has either a limited history with you or no history at all. As a result, you should consider how you want this new manager to experience you, Smith writes. What is it that you want to be known for? Where do you want to step up or step back from?

Translate this intent into visible behaviors right away, Smith writes. Research has found that people form lasting judgments on others within seconds of meeting them, and those impressions are often resistant to change.

5. Figure out how the new manager works

The quicker you understand how your new manager works, the less time you'll both lose in transition, Smith writes. Don't wait for the new manager to volunteer their working style and preferences — they might not ever do so. Instead, start that conversation yourself, and as early as possible.

You can kick off the conversation by saying something like, "I've always found it useful when working with someone new to discuss operating preferences early," Smith writes. Then, ask questions like what their biggest pet peeves are, whether there are any particular areas of your business where they want more visibility, and if there are any specific types of decisions they want you to run by them.

Aside from what your new manager tells you, watch what they show you. Notice what excites them and observe how they respond under pressure.

6. Align with your peers

Leadership transitions can also reshape team dynamics, often triggering competition for visibility and resources. Instead, Smith recommends proactively aligning with peers — clarifying roles, resolving overlaps, and addressing any confusion before a new manager encounters it. A cohesive team can build trust, while a fragmented one can invite scrutiny.

7. Protect your options

Even as employees work to build a strong relationship with a new manager, transitions can also introduce uncertainty — particularly if leaders reassess their teams or bring in trusted colleagues.

As a result, Smith recommends maintaining "career hygiene": keeping materials up to date, staying connected to networks, and remaining open to external opportunities if needed. This approach isn't about preparing to leave, but about ensuring employees are ready if the relationship doesn't ultimately gel.

"The disruption of a manager change is real, and the temptation to take a wait-and-see approach is understandable," Smith writes. "But the leaders who thrive in these moments are the ones who seize the inflection point, using it to be more intentional about who they are as a leader and how they show up. These strategies won't eliminate the uncertainty, but they will put you in the driver's seat, shaping the relationship, your reputation, and trajectory."