Managing Leadership Turnover
While there are some variations in the translations of the quote by Greek philosopher Heraclitus “nothing endures but change” or “the only constant is change,” one thing is certain: workplace relationships and productivity suffer when changes are clumsily introduced.
Among the most difficult changes for employees to handle is a change in their manager. Whether the change is due to a transfer of duties, promotion or departure from the company, reporting to a new boss is worrisome to most employees. Some may even see it as job-threatening. How your employees deal with this depends to a great extent to how safe they feel in their current role.
Generally, employees whose performance has been assessed and for which feedback has been provided are in the best shape. They know their standing in the company and will use that knowledge to help them if they become insecure. Employees who don’t know, or who are on performance improvement plans are often more insecure. They tend to fret more and their fear may compel them to engage in unproductive behaviour such as speculation or gossip.
Fear of change is natural, but there is a lot that owners and managers can do to help their teams during management transitions:
- Let staff know of the change as soon as possible. Provide information about timeframes.
- Let staff know what they can expect in the immediate future. Be as open as you can be given the circumstances. Consider holding a live five-minute meeting with local staff and sending out an announcement email confirming the information.
- Communicate the anticipated impact of the change on the business, customers and suppliers.
- State your expectations that team members will continue to work to their usual high standards during the transition.
- Explain how you will go about finding a replacement. If you will be recruiting, let staff know the timeline and any interim arrangements that will be made.
- Check in with employees frequently. This is especially important during the first few weeks. Just because you haven’t heard anything, doesn’t mean your employees aren’t worried.
- Provide periodic general updates on the status of the recruiting process.
- When you’ve made your decision, prepare an announcement to introduce the new manager. Whether he or she is from inside or outside the company, use this communication to provide a brief summary of the new manager’s professional background and anticipated contribution to the company in the new role. Some employers use this communication to share some personal information, such as the names of the new manager’s partner and children. This is optional and if you are considering this, be sure to have the new manager’s full consent to do so.
- Conduct a thorough on-boarding. Even if the new manager is transferred from within the company, there will be distinct differences in expectations and responsibilities.
- Be sure to set goals to ensure that the manager is adapting well to his or her new role. Consider setting a goal related to getting to know the team and ensuring that your employees receive the attention they deserve.
The early days in any new position can be hectic and potentially overwhelming for the manager. Help both your employees and your new manager succeed with open and frequent communication. No matter what kind of business you’re in, this is an important practice. It encourages employees to share their concerns and ideas and helps keep management and frontline staff on the same side.