What to do when the boss quits | Managers at Work

Listen to this article

“I just started this technical team lead job a couple months ago — a job which I was excited about. To my horror, though, the senior manager I report to (and who hired me) and his No. 2 person just quit. This raises tons of questions for me. What am I supposed to think about this company and what kind of future I’ll have here?  I know people aren’t as loyal as they used to be, but still. How do I wrap my head around this and still do a good job? Please advise.”

It’s sure disconcerting and unsettling – one day you think you have joined a company and have a plan and a future, and the next, you don’t. Everything feels like it’s up in the air.

We often rely on bosses and managers to help steer the way, assist us with onboarding and help navigate those initial uncertainties when we start a job.  In some cases, they can help sort expectations, set priorities and assist with career planning.

So, what does it mean for you when the boss quits? Try not to panic.

“First off, chill,’ says Ira Wolfe, a human resources thought leader, president of a company, Poised for the Future; podcaster, and author of several books, including “Recruiting in the Age of Googlization: When the Shift Hits Your Plan.”  “Take a deep breath. It’s not surprising that your first instinct might be panic and to run, to assume the worst. But what if you’re looking at this all wrong?”

“People quit jobs for a million reasons – sometimes because they see a mess coming but sometimes because they’re just ready for something new. Did your boss just get a better offer or was he squeezed out?”

And the outcome might be completely different from what you expected, he says. “What if this isn’t a death spiral, but your big opportunity?”

A point to consider at a time when many people – like your boss — are continuing to leave jobs frequently. Turnover continues to be a big issue and while turnover rates have stabilized somewhat since the post-pandemic “Great Resignation,” it is still a concern. A Gallup study from last May showed that half of U.S. employees are “watching or actively seeking” a new job and that employees’ long-term commitment to their organizations is the lowest it has been in almost a decade.

Turnover is a costly issue for employers and will become more so if they don’t address it, the Gallup researchers said. They estimated that the replacement of leaders and managers costs around 200 percent of their salary and the replacement of professionals in technical roles is 80 percent of their salary. For frontline employees, the costs are about 40 percent of their salary, researchers said.

As expensive as it is, turnover is real and you won’t want your boss’ situation to overly-influence yours. Before you make any decisions or decide to follow your boss out the door, gently try to find out what happened, says Arika Pierce Williams, a leadership consultant and founder of a firm, Piercing Strategies.

Williams told Harvard Business Review in a 2024 article that there are tons of reasons why bosses move on, without drawing the conclusion that they’re miserable or they think their current company is “doomed.”  “They might want more money or career advancement or better work-life balance or just the chance to do something new and different,” she said.

She suggested trying to find out a little more, if you can, in an “off-line” one-on-one conversation where they might be a little more candid than they would be in public. “Try to learn what they think the new organization or opportunity offers that their current one lacks,” she said.

But as you pick up more information, don’t ignore what’s going on in the company. It will be to your advantage to understand the landscape and assess what’s going on. Take this opportunity to “separate the red flags from the green lights” when your boss suddenly bails, Wolfe says.

“If you see these things happening, don’t just walk – run.”

One, for example, would be a mass exodus involving more than your boss and the No. 2 person. “Are others quietly disappearing? Is turnover increasing?”

And some others:

–Budget cuts and hiring freezes. “If leadership is fleeing and the company is slashing resources, the writing is on the wall.”
–Clients or investors are on edge. “If customers start pulling contracts or investors start asking hard questions, trouble is brewing.”
–Human Resources is in crisis mode. “If HR is suddenly ‘unavailable’ or giving vague non-answers, assume they’re in damage control.”
–Recruiters start calling you ‘like you just won the Super Bowl MVP.’” What does that tell you? “Trust your gut!”

On the flip side, you might spot some signs of potential opportunity, Wolfe says. “This could be your big break.”

If you see these, “stay put and step up,” he says.
–The company openly acknowledges the changes. “If leadership is transparent about the transition and has a clear plan, that’s stability.”
–Maybe you’re gaining visibility. “Fewer layers of management equals faster career growth if you play it right.”
–Financials seem solid. “If revenue is stable (or growing) and clients are happy, leadership changes must just be routine.”
–Competitors aren’t circling “like sharks.” “If the market sees this as ‘just another transition’ instead of blood in the water, you’re fine.”

–The internal energy has an optimistic vibe. “If employees are saying, ‘this could be a good thing,’ rather than ‘we’re doomed,’ that’s a strong signal.”

“Bottom line: If this is a company-wide implosion, get out. If it’s just a leadership reshuffle, this could be your golden ticket,” Wolfe says.

Since this is an “in-between time” for you at this company, you might be able to offer to pick up some slack for the boss until the role is filled. “Your initiative and team orientation will be noticed,” says Nancy Halpern of KNH Associates, a talent management company in New York.

In an interview with Monster.com, she said that in this situation, “your initiative and team orientation will be noticed and you’ll be in a great position to help the new boss get up to speed quickly.”

As you go through this uncertain time, remember that fear is a pretty natural reaction,  says Nancy Rothbard, professor of management and deputy dean at the Wharton School at the University of Pennsylvania.

And you’re likely to be more worried if you believe that your boss is essential to the company’s future.

She told the Harvard Business Review that people in this situation should look at the potential successors in line for your boss’s position and see whether you trust them to lead the organization in a direction that fits your values. Also, take a look at any other  connections you’ve made at work, who can help provide pathways for growth and advancement for you.

If there are ways to build relationships with mentors and sponsors other than your boss – and if the environment in the company seems favorable – this could be a chance for you to explore new opportunities even though you are new.

Managers at Work is a monthly column exploring the issues and challenges facing managers. Contact Kathleen Driscoll with questions or comments by email at [email protected]