Coping with Staff Changes in the Workplace

A staff change within your department can make you feel like you're driving in a foreign country -- you recognize street signs but are unable to interpret them. What does your new boss mean when he says, "I like to know about everything, but not the minor details?" And is it really possible that a seemingly friendly addition to the team has gone behind your back in order to get you in trouble with the boss?

Coping with situations such as these is challenging because the people you work with play a large part in your professional success, as well as your on-the-job satisfaction. Following are some suggestions to guide you through four common situations you'll almost certainly encounter in your career:

The new boss. It's always a little unsettling when you have a new manager. Your supervisor holds the key to your professional advancement, from helping you build visibility to setting career goals. As a result, you must get off on the right foot with him or her and forge a productive relationship from the start.

To do so, be patient with your new supervisor, withhold judgment and give him or her the benefit of the doubt. Remember, your manager is trying to adjust to a new role -- and maybe even a new corporate culture -- as quickly as possible. Offer to help in any way you can, by pointing out some of the unwritten rules of the office, for instance. Just avoid sounding like you are not open to change. Your new boss will likely be changing some of the rules.

It's also important that you understand your new manager's communication style and preferences. If he or she often requests a meeting to discuss issues that you've already addressed in e-mails, you may want to present information in person going forward.

Ultimately, the success of your relationship with your manager has a lot to do with your own mind-set and actions. If you're welcoming, patient and friendly, you'll hopefully get the same in return.

The wunderkind. Admit it: It's difficult not to feel a little threatened when a new employee joins your group and seems superior at ... well, everything. You're likely to feel a twinge of envy if your manager raves about a recent recruit's strong performance, especially if you're used to receiving such glowing feedback.

However, the best way to deal with a rising star is to look at your relationship as a learning opportunity, not a competition. Get to know your new colleague by organizing a lunch or meeting where you can exchange ideas: You have a lot to offer this person since you've been at the firm a while and have insight into how it works.

Keep in mind that he or she is not necessarily better at the position simply because of the attention -- the person may simply be effective at internal "public relations," or making sure the supervisor knows about all of his or her accomplishments. Consider keeping your manager better informed of your own achievements by submitting a weekly project report.

The 'frenemy.' Everyone has encountered frenemies, or enemies disguised as friends. Even at work, it's not uncommon: Some people are so competitive that they'll do anything to get ahead. So what do you do when a new colleague -- someone who has been friendly in all your interactions -- intentionally makes you look bad?  

Since you work together, you have no choice but to continue to interact with this person. Your best course of action is to have a private, straightforward conversation with him or her. Tell the person that you know, for example, he or she took full credit for a project in which you did half the work. Your frenemy's behavior may not change, but by confronting your co-worker, he or she will realize you're no easy target.

The departed. Some staff changes aren't the result of an addition but rather subtraction. For example, a valued colleague is leaving your firm. You'll not only miss collaborating with the person, but you've also been asked to take over some of his or her job responsibilities because your company is in a hiring freeze. You accept the additional work, but realize afterward that you now have enough projects to keep you busy seven days a week.

In this situation, meet with your manager to determine what your priorities should be, but come ready to offer your own ideas. You may be able to identify some projects that can be placed on the backburner, at least for the time being. If your manager feels that everything on your plate is "mission critical," ask whether a few projects can be distributed among your colleagues. You might also see if a temporary worker can be brought in to help with the workload. By proactively suggesting solutions, you won't come across as complaining, and you'll help stave off burnout.

Any staff change requires a period of adjustment, but remember that they also frequently present opportunities to forge valuable new relationships. By keeping an open mind and offering your assistance during the transition, you'll help ensure the change is a positive one for everyone involved.

Robert Half International is the world's first and largest specialized staffing firm and has a global network of more than 360 offices worldwide. For more information about our professional services, please visit http://www.rhi.com/.