Over the years, I've learned that often, "talking" does little or no good. Actions are what matter. You demonstrate your value. They either respond in kind,

Over the years, I've learned that often, "talking" does little or no good. Actions are what matter. You demonstrate your value. They either respond in kind, or it's time to leave. Not to omit all communication nor seeking some understanding. But this tends to be supplemental to the whole "actions" thing -- clarifying, perhaps, in some cases. I've rarely observed it to play a primary role in fixing a situation. The new manager has no experience managing developers, and the old manager has moved into a development role to fill in gaps left by senior developers leaving the company and being unable to find replacements. They have already failed. This is not your problem.