Line manager leaving, gutted. Advice?

[Celia24]

I went through the work mill last year working for a toxic company. Escaped before Christmas after having a bad boss for a few months (my previous great manager had left).

Joined a new job where I have a main line manager and his boss who I work with too. My line manager is a great guy, emotionally intelligent (which I've found difficult to find in male managers for some reason), good at what he does & invested in my progression.

He went off on leave for a few months not long after I was in the door which was disappointing. My workload increased although they hired an interim manager who will also soon leave due to ending contract.

A month ago my manager returned enthusiastic & saying he wanted to put me on a path to promotion. I was so pleased to have him back as the other boss is decent but just far too busy & has never expressed interest in me progressing. I didn't get a single 1 to 1 with him while my manager was off.

Big boss has told me my line manager is leaving and now they're recruiting for a new manager. I'm gutted. And I've noticed the 1 to 1s have totally dropped off and I guess this is partly because he doesn't feel the same investment in me.

What would the advice be? It has had me second guessing my own future.

I'm not sure what advice you're looking for exactly? Managers do move on, that's life. You don't say anything about the wider work environment but assuming it's ok I'd sit tight for now. Interim managers are often shit but it may be that the person who is recruited to the permanent role is better. Would you consider applying for the job yourself?

I'd also speak to your existing manager and emphasise how much you value the 1:1s and you'd like to keep having them until he leaves. Can he start progressing the promotion process before he leaves, or at least make sure the discussions are documented so that there can be appropriate handover to the new manager?

Hi @IceandIndigo Im probably looking for general advice on handling it as someone looking to progress to the next step.

I actually liked the interim manager and got on well with her. She asked to stay on which they turned down. So both her & my manager will leave at the same time - leaving me as the only person with a wealth of knowledge about particular clients.

My manager is actually a team director and I don't think I'm there yet. I so think I'm ready for the senior version of the job I'm in which is what I was being put forward for. I know that my predecessor did not progress in the 2 1/2 years she was here and I know I'll stagnate and become bored if the same is true for me.

@IceandIndigo I can discuss what this now means for my progression...I suppose he can't guarantee anything once he leaves but I would hope it won't ruin my development.

I've felt a bit deflated having multiple 1 to 1s cancelled lately. Like all that progression I was looking forward to doesn't matter as much to him as his eye on the door.

"Nice" is all very well, but it sounds like the interim manager wasn't much good if she had no time to meet with you or support your development.

It may be the 1:1s don't' matter as much to your manager given he's leaving, but they clearly matter to you and you may need to be a bit more assertive in asking for the support you need. Just be prepared to be told that he can't progress the promotion and it will have to wait for the new manager to come on board — although that depends on how promotion works at your company. Even if it has to be put on ice, it is reasonable to expect it to be documented somewhere that you'd had a conversation about promotion and that he was supportive. As a manager, it's always a good thing when staff members are proactive about their own progression/development, so I wouldn't be worried about appearing pushy or anything.

@IceandIndigo thank you for you advice. I have felt supported and only noticed the difference in last fortnight. So I think I need to say X promotion was outlined and looking for assurances that it will remain on the trajectory.

I know of course that managers move on - but recognising him as a good manager that would help my progression was a reason for taking the job and in reality he has mostly been off on leave or now leaving. It has been a lot of change after coming from another job with endless change. I suppose I need to sit down and reflect about the wider job and what I want long term.

You future lies with your new manager so start as you mean to go on. You need to judge this but in their second week e.g. Wednesday PM, either speak to them or message/email and say you will be sending through a series of meeting invites for 1:2:1s. Explain these can be moved/flexed but it’s helpful to have them in the diary.

At the first meeting set the agenda, it doesn’t have to be formal but know what you want to talk about e.g. how are they settling in, is there anything you can help them with (know what you want that will progress you e.g. can I help with ?, update on your projects, your development needs, your career path e.g. interested in promotion to ? .

I know some of this is about them but it’s called upwards management I.e. make them think you are being helpful but getting regular 1:2:1s and then leading the agenda so you get the development you want. Being pro active from the start puts you on the front foot e.g. they think regular 1:2:1s are the norm.

Also look for a mentor to give a different perspective.

Hi @Seemslikeaniceday well things have moved on a bit since I posted.

I spoke to manager who is leaving...he reiterated that he intends to set me on the path to promotion asap and that he hopes I can view this as my chance to move up the ranks as he did.

It also sounds as though I may be assigned his boss as my new line manager in the short term as the next hire may have a slightly different role. At the moment my boss's boss is someone I like a lot and work well with - but he hasn't expressed anything about seeing me promoted/seeing potential in me. Perhaps I have to be clear about my own vision and ambition.

What you say about the 1 to 1s are correct. I will be proactive about that when it becomes clear who I will report to. If I don't feel that person shares the vision my current LM does for my progression I will need to deal with that when I reach it.

Good plan only you know the exact situation but knowing when to be sensitive to allowing things to settle down and when to be pro active is half the battle.

Start speaking to boss' boss - and start treating him as your new "go-to" person.

Not all managers are equally as good at pulling off this "I am personally invested in you" thing. The one lead who coached me and pushed me up the ranks until I was his peer most definitely wasn't/isn't/will never be (I'm still only sure he doesn't secretly hate me a little because his actions spoke louder than his words over the years).

As I will keep on reiterating to my own people: bosses are only people, too! That means we have out strengths and weaknesses just like anyone else - and we also have personal aspirations, and sometimes they take us elsewhere.

You like your boss' boss. Brilliant starting point, I'd say!

Oh, and, if you can manage it: do say thanks to your current boss! As someone who goes to great lengths to invest in my people, I'm still moved to tears each and every time one of them notices.

Thanks @SoManyQuestionsHere. Yes I like boss's boss and we're working together on a couple of things. I've learned a lot from him.

But I feel like my bubble has burst really as I've worked with manager barely any time at all and felt I'd finally found a legitimate cheerleader for me and my work.

He admitted he is off to his dream job so I'm thrilled for him. But on the other hand the job was sold to me on the basis that we were growing this great team. My manager told me growing the team 'hasnt worked out as I hoped' (due to roadblocks from his manager). I also know he didn't always feel appreciated by his boss and felt the boss overloaded him at times - which he has never done with me.

Positives are I'm good at my job and ready to move up, getting good feedback & I think there may be a chance for me to step into some things my manager was asked to do but will now be absent for. But I'll keep my ear to the job alert ground in case it doesn't work out.