This archive report was first published on 9 August 2019.
Change is inevitable, and it's natural to feel apprehensive when a new leader takes the reins. However, it's crucial to separate the past from the present and focus on building a positive relationship with your new supervisor.
According to Jane Muiruri, Senior HR Manager at Nation Media Group, 'a leader should not overhaul all the gains made by his or her predecessor, they should build on what they find while looking to build their legacy.' This approach allows for growth and continuity, rather than disruption.
It's also essential to communicate with your colleagues and management team to understand the reasons behind the change. This will help alleviate rumors, frustration, and fear, and ensure everyone is on the same page.
When it comes to performance assessments, it's unusual for a well-performing employee to be let go, unless their role has become redundant. Even then, organizations often try to retain valuable talent.
During times of change, it's not uncommon for disgruntled employees to share misinformation, which can spread fear among colleagues. It's essential to take such information with a grain of salt and focus on facts.
Approach your supervisor and discuss your concerns, and use this opportunity to learn more about your new leader's expectations. This will help you navigate the change and plan for your future.
As Jane Muiruri notes, 'we shall all leave the organisations we work for at one point, irrespective of whether it is a voluntary position or not.' Therefore, it's essential to be prepared psychologically and start planning for your future, rather than wasting time worrying about what might happen.
Published on August 9, 2019
