‘New manager bounce’ is a phenomenon in football where a team experiences a temporary improvement in form following the appointment of a new manager. This is usually attributed to the new manager bringing enthusiasm and a fresh approach to the team. As a huge football fan, I have often wondered if the 'new manager bounce' is an urban myth. But if it is true, could it relate to business too?
The statistics point to the 'new manager bounce' phenomenon being real, but in many cases short lived. It is the temptation that chairpersons cannot resist when their teams are struggling on the pitch – the old adage of out with the old, in with the new.
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According to Goal.com, ‘Of the 26 Premier League managerial changes that took place, 20 of them managed to average more points per match in his first five matches in charge than his predecessor.’
Does this translate to the workplace when managers aren’t getting the best from their teams? Football and business may seem like two entirely different worlds, but they do share some similarities when it comes to management. As in football, the hiring of a new manager in a business can bring a renewed sense of energy and optimism to the organisation.
I’ve had a lot of new managers in my working life, and I must admit to raising my game and consciously pushing my head up for early recognition when this change has occurred. I would remind myself that I’m back at square one with making a positive impression, so time to up my game. This would involve checking email drafts multiple times before sending, even though I knew my job inside out. I would reassess my overall appearance (ensuring I was clean shaven every day!) and be at my desk bright and early.
As time went on and I built a strong working relationship with my new manager, I would gradually move into a more comfortable mode. Just like the footballers on the pitch after they have won their first few games under the new gaffer!
In my experience, the new manager would frequently look at ways of moving the team forward by introducing similar processes and ideas that we used under previous managers. My colleagues would play along and run with the new boss, whilst I would use my experience to defend, constructively analysing without criticising their ideas. This occasionally backfired, but good leaders would often recognise me for being strong enough to challenge in a positive manner.
However, it's essential to note that the new manager bounce is often temporary. While a new manager can provide an initial boost to a team or business, building long-term success depends on several factors. These include the manager's leadership abilities, the culture within the specific team or company, and the talent and dedication of the employees.
If you’ve recently experienced managerial changes within your organisation and are looking to get feedback from your employees then we would love to hear from you! Drop us a message at hello@welovesurveys.co.uk or call 0203 747 5730.
Blog post by Rob Dargie