Managing your Manager
Being a success in any role means that you need to be able to manage your own work and manage your manager. We need to get results with our peers, team members and internal partners, but especially with the manager we report to. Statistics tell us that we won’t be satisfied and engaged if we don’t have a good relationship with our managers—it’s the most common reason that people leave their jobs. We need to be a good manager of our manager; we need to skillfully ‘manage up.’
Managing up means paying attention to what is important to your manager and adjusting to their individual style and preferences. Beyond that, it means having conversations and discussions to ensure that you have what you need in order to achieve your goals and complete your projects.
Be Authentic
Some people believe that managing your manager is manipulative, but that’s not the case. Far from being manipulative, managing your manager is expected and even welcomed by those with direct reports—if done well and with the authentic intention of enhancing the relationship and easing the efficiency of getting things done well. Those with higher authority levels appreciate and support those who are:
- Trustworthy
- Hit deadlines and goals
- Prevent problems
- Are competent
- Are easy to manage
- Think ahead
Four Focus Areas
Acting in alignment with these things is the essence of managing your manager. Additionally, initiating conversations with your manager to get your needs met can be a key way to manage your manager, if you cover four main areas:
- Preview the discussion and what you’d like to cover. Why are you having this conversation? Be clear about your intent and what you want to discuss. If your manager is more action-oriented, be brief and succinct. If he or she is more emotive, be more animated. Adjust your behaviors so that your manager is comfortable with your approach. (For more on how to do this, check out Interaction Styles®.)
- Advocate about your goals and ideas. Share what your goal or idea is, your need and most importantly, how that is good for your manager and the department or organization. The more you can link it to something tangible, the better off you will be.
- Ask your manager about his or her reactions—then listen to the responses. A quick check in to gauge reactions such as, “Is that something you could support?” or “From your point of view, would that work?” is usually enough to see where you stand. Be sure to listen to the words and the meaning of what your manager shares.
- Summarize with agreements and next steps. Take a final minute to recap either what you heard or the overall meaning. This is also a good time to thank your manager for his or her time and attention.
Discussion Guide for Managing your Manager
Managing your manager will enhance your professional life in many ways. For a quick checklist and discussion guide, download our Managing your Manager tool below.
