Questions to Ask New Manager After Reorganization
Strategic questions to ask your new manager after a reorganization to understand changes, clarify expectations, and establish a strong working relationship during the transition.
1What are your main priorities for our team in the next 90 days, and how can I best support those goals?
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What are your main priorities for our team in the next 90 days, and how can I best support those goals?
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Why this works
Shows you're focused on contributing to team success while helping you understand the manager's immediate priorities and how your role fits into the bigger picture.
2How do you prefer to communicate with team members, and what's the best way for me to reach you with questions or updates?
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How do you prefer to communicate with team members, and what's the best way for me to reach you with questions or updates?
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Why this works
Establishes clear communication channels and helps you understand the manager's preferred working style, reducing misunderstandings and improving efficiency.
3What changes should I expect in my role or responsibilities as a result of the reorganization?
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What changes should I expect in my role or responsibilities as a result of the reorganization?
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Why this works
Helps you understand how the reorganization affects your specific role and allows you to prepare for any changes in your day-to-day work.
4How do you like to receive updates on projects and what level of detail do you prefer?
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How do you like to receive updates on projects and what level of detail do you prefer?
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Why this works
Understanding their communication preferences helps you provide information in the format and frequency that works best for them.
5What are your expectations for team collaboration and how do you want us to work together with other departments?
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What are your expectations for team collaboration and how do you want us to work together with other departments?
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Why this works
Reveals the manager's approach to teamwork and helps you understand how to navigate relationships with other parts of the organization.
6What challenges do you anticipate our team might face during this transition, and how can we address them proactively?
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What challenges do you anticipate our team might face during this transition, and how can we address them proactively?
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Why this works
Shows you're thinking strategically while helping you understand potential obstacles and how to prepare for them.
7How do you prefer to handle decision-making, and when should I come to you versus making decisions independently?
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How do you prefer to handle decision-making, and when should I come to you versus making decisions independently?
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Why this works
Clarifies decision-making boundaries and helps you understand when to escalate issues versus handling them on your own.
8What opportunities do you see for professional development and growth within this new structure?
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What opportunities do you see for professional development and growth within this new structure?
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Why this works
Shows your commitment to growth while helping you understand career development opportunities in the reorganized structure.
9How do you like to give and receive feedback, and what's your approach to performance discussions?
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How do you like to give and receive feedback, and what's your approach to performance discussions?
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Why this works
Establishes expectations for feedback and performance management, helping you understand how to work effectively with this manager.
10What resources or support do you need from the team to be successful in your new role?
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What resources or support do you need from the team to be successful in your new role?
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Why this works
Shows you want to support your manager's success while helping you understand how you can contribute to their effectiveness.
11How do you plan to maintain team morale and engagement during this transition period?
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How do you plan to maintain team morale and engagement during this transition period?
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Why this works
Shows you care about team dynamics while helping you understand the manager's approach to change management and team building.
12What are the key metrics or goals you'll be using to measure our team's success?
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What are the key metrics or goals you'll be using to measure our team's success?
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Why this works
Helps you understand how success will be measured and allows you to align your efforts with the manager's expectations.
13How do you prefer to handle conflicts or disagreements within the team?
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How do you prefer to handle conflicts or disagreements within the team?
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Why this works
Understanding their conflict resolution style helps you navigate team dynamics and know how to address issues when they arise.
14What changes in company culture or values should I be aware of as a result of the reorganization?
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What changes in company culture or values should I be aware of as a result of the reorganization?
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Why this works
Helps you understand any cultural shifts and ensures you're aligned with the new organizational direction.
15How do you like to celebrate team successes and recognize individual contributions?
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How do you like to celebrate team successes and recognize individual contributions?
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Why this works
Reveals the manager's approach to recognition and helps you understand how they value and acknowledge team members.
16What information do you need from me to help you understand our current projects and team dynamics?
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What information do you need from me to help you understand our current projects and team dynamics?
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Why this works
Shows you want to help them get up to speed while ensuring they have the context they need to be effective in their role.
17How do you plan to keep the team informed about changes and updates during this transition?
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How do you plan to keep the team informed about changes and updates during this transition?
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Why this works
Helps you understand their communication strategy and ensures you know how to stay informed about ongoing changes.
18What are your thoughts on work-life balance and how do you support team members in maintaining it?
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What are your thoughts on work-life balance and how do you support team members in maintaining it?
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Why this works
Shows you value work-life balance while helping you understand the manager's approach to supporting team members' well-being.
19How can I help make this transition smoother for both you and the rest of the team?
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How can I help make this transition smoother for both you and the rest of the team?
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Why this works
Demonstrates your commitment to the team's success while showing you want to be a positive force during the transition.
20What questions do you have for me about our team, our work, or the current situation?
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What questions do you have for me about our team, our work, or the current situation?
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Why this works
Shows you're open to sharing information while giving the manager a chance to ask questions that will help them be more effective.
Building Strong Relationships with New Managers
Expert tips and techniques for getting the most out of these questions.
Best Practices for New Manager Relationships
Be Proactive and Supportive
Show initiative in helping your new manager succeed. Offer information, support, and assistance to make their transition smoother.
Communicate Openly and Honestly
Be transparent about current situations, challenges, and opportunities. This helps build trust and ensures your manager has the information they need.
Focus on Team Success
Frame your questions and contributions around team success rather than personal concerns. This shows you're committed to the collective goals.
Question Sequences
The Priority Alignment Sequence
The Communication Setup Sequence
Common Pitfalls
Don't Focus Only on Your Own Concerns
While it's important to understand how changes affect you, focus on team success and how you can contribute to the manager's success.
Don't Assume They Know Everything
New managers may not have all the context they need. Offer information and insights that can help them be more effective.
Don't Be Resistant to Change
Approach the transition with an open mind and positive attitude. Resistance to change can damage your relationship with the new manager.