How to minimize the impact of manager changes

In fast-changing industries and organizations, like Atlassian, evolving is required but rarely easy.

Many Atlassian teammates have experienced at least one manager change in the last two years due to internal mobility, internal promotions, and organizational changes. However, we’ve minimized disruption and supported our teammates by handling these transitions with research-backed strategies.

Both internal and external research shows frequent manager changes can take a toll on teams. Culture Amp’s research looked at 1.7 million employees who experienced a manager change in the past two years. It found employees’ intentions to stay at their organization declined following the change, and this effect was stronger if the new manager was an external hire.

Is this normal? And what can we do about it? Our People Insights team set out to find the answers.

Impact depends on how, not how often

Industry benchmarks around how employees feel about frequent managerial changes are hard to come by. However, the research we did find showed impacts depend less on frequency and more on how the change is handled.

For example, a well-executed reorganization, even if it happens more than once, can be more effective than poorly handled, infrequent changes.

Focus groups reveal feedback

To learn more, Atlassian’s People Insights team collaborated to conduct a series of focus groups with employees whose manager had changed. The feedback was clear: The disruption went beyond workflows. Team rituals, personal milestones, and career goals can fall by the wayside, leaving people feeling undervalued.

However, focus groups also revealed tangible steps both managers and employees can take to build empathy, improve communication, and develop trusted relationships, ultimately reducing the effects of leadership changes. For instance, acknowledging common feelings (like uncertainty) and helping people manage through the change is the most effective way to reduce stress and potential downsides for employees.

We can rarely control manager changes, but we can control how those changes are handled. Whether you’re an experienced or emerging manager, consider these tips to minimize disruption and even help employees grow through leadership changes.

5 tips for new managers to support your team through leadership changes

Prioritize clear, early communication

As you step into your new role, communicate early and often with your team.

Ideally the previous leader will have shared a bit of information about you: who you are, the reason for the leadership change, why you’re a good fit for this role, the hiring timeline, etc. If they haven’t, start with these basics to help your team get to know you and understand what to expect. You can also reinforce what’s staying the same to mitigate anxieties.

If you’re stepping in temporarily, include details around your scope, availability, and the timeline for filling the role permanently.

Either way, prioritize 1-on-1 check-ins with each team member to make sure everyone feels seen and supported during the transition.

Facilitate a warm handover

If you’re inheriting a new team and the previous manager is still around, set up a dedicated handover session. Use this time to connect on each team member’s goals, key team rituals, and any immediate priorities, like performance reviews or critical projects. This ensures you’re not just inheriting tasks, but also understanding and supporting the team’s culture and providing continuity.

During the transition, document everything you learn, including goals, ongoing projects, team norms, and important dates, in a shared space. This creates a single source of truth so nothing slips through the cracks. Plus, you can reference this information to show your team you’re listening and know what’s going on.

Invest in relationships from day one

Strong relationships are the foundation of trust. Focus on building rapport early to set your team up for success.

As a new manager, invest time in truly getting to know your team members as people. You can book 1-on-1 conversations, celebrate personal milestones, and create regular opportunities for connection, like scheduling social get-togethers or team-building activities.

Align on goals and expectations quickly

The sooner you and your team align on objectives, success metrics, and ways of working, the less confusion and fewer missteps there will be. For new managers, this means listening to what’s already working and where it might be useful to try something different. For teams, it’s about sharing priorities and blockers openly so everyone has the same North star.

Tread lightly when it comes to making changes quickly, though. Your team is already going through a time of transition, and adding to that could create additional stress. (See the next tip.) Instead, focus on listening and understanding why things are the way they are before trying to change them.

Protect well-being and psychological safety

As we know from a wealth of scientific research, people are more likely to stay engaged and perform at a higher level when they feel psychologically safe.

Change can be scary and exhausting, even when it’s for the better. Encourage honest feedback, and model openness by acknowledging the realities of the situation. You can also look for signs of burnout, disengagement, or stress among your team and provide a safe space for them to express what they’re feeling.

5 tips for employees with new managers

Be proactive with introductions

Don’t wait for your new manager to contact you. Introduce yourself, share recent wins, and clarify your goals and ways of working.

Tools like My User Manual from the Atlassian Playbook can help you articulate how you work best and what support would be most helpful and meaningful for you.

Document your achievements

Many of the hardest workers and top performers are quiet about it, so those around them might not even realize how much value they’re providing. Advocate for yourself by keeping a living record of your accomplishments and current projects. This will help your new manager get up to speed quickly and ensure your contributions and hard work aren’t overlooked.

Embrace adaptability and a learning mindset

Every manager brings a fresh perspective. They will likely want to make changes and try new things to improve the team’s culture and results – and that’s their job. Stay open to new ways of working, and look for opportunities to stretch your skills.

As studies have shown, fostering a growth mindset is helpful both for coping and buffering against the effects of distress. Doing things differently might be uncomfortable in the moment, but lean in and give your leader a chance to make an impact. You might be surprised at the results!

Maintain your network

Keeping in touch with former managers and peers can provide some familiarity and a safety net when things feel uncertain. Whether it’s through LinkedIn, email, text, or in person, stay connected to keep your network strong and get guidance when you need it.

Take care of yourself

Being gentle with yourself helps you protect your peace through times of change. Lean on your teammates for support, set boundaries and take time off to avoid burnout, and tap into your organization’s mental health resources if available.

The bottom line: Be patient and proactive

Manager changes come with an adjustment period. But when handled with empathy and a proactive approach, these transitions don’t have to be a setback – they can be a catalyst for stronger relationships, renewed motivation, and a fresh opportunity for growth.

Special thanks to Annaliese McGavin and Khue Tran for their contributions to this article.