> **The question:** I got a new manager in a reorg, and years of context about my work basically evaporated overnight.
> They inherited a team, not a story about what I've built or why it matters.
> I don't want to look like I'm bragging or campaigning, but I'm also off the radar.
> How do I rebuild visibility with them without making it weird?
>
> *(a Principal Designer at an enterprise software company)*


A manager change is a quiet reset. Years of accumulated credibility do not transfer automatically. The mistake is assuming your track record speaks for itself. It does not. You do.

Make it easy and low-ego:

- **Give them a map.** In your first 1:1s, share a short summary: here is what I own, here is what is in flight, here is where I add the most value. Frame it as helping them ramp, not selling yourself.
- **Connect to their goals.** Find out what your new manager is measured on, and show where your work moves those numbers. Visibility sticks when it is useful to them.
- **Create a cadence.** A brief, regular update on outcomes rather than activity keeps you legible without bragging.

This is not self-promotion. It is reducing their uncertainty about you. Managers protect, promote, and resource the people whose value they can clearly see. Right now that picture is blank, and you are the only one who can fill it in.