Managing Up: Work Smarter, Not Harder

"Managing up" can sound like a manipulative tactic, but it's far from it.

It's about building a strong, productive relationship with your manager that benefits everyone involved. It means understanding your boss's needs, preferences, and pressures and adapting your approach to create a more effective working dynamic. It’s not about changing who they are; it's about strategically aligning your efforts to support their success, which in turn helps you succeed.

Here are a few tips to help you build up and nurture the most important relationship you have at work, the one with your boss.

Do Your Job and Do It Well

Most people want to manage up because they want to influence their boss to think, feel, or do something they want them to think, feel, or do. But for that to happen, there needs to be a foundation of trust and respect.

Counterintuitively, the first and foremost tactic for managing up is to do your job and do it well. This means to be the most effective and valuable employee you can be. Follow instructions, even when you think the instructions are silly or unnecessary. Meet deadlines without reminders, anticipate and address challenges proactively, and take initiative to improve processes within your scope.

When you consistently perform at a high level, you not only make your boss's job easier but also position yourself as a dependable team member. This reliability creates a solid platform from which you can effectively manage up. Your boss will be more likely to value your input and view you as an essential asset to the team.

Understand and Adapt to Your Boss's Style

One of the cornerstones of managing up is understanding your boss's work style, preferences, and communication patterns. Do they prefer detailed reports or quick summaries? Are they morning people or afternoon thinkers? What are their primary stressors and motivators?

Don't be afraid to ask! Schedule a brief meeting to discuss their preferences and how you can best support them. Observe how they interact with others and take note of what seems to work well.

For example, Sarah, a marketing specialist, noticed her boss, Mark, always seemed most decisive in the morning. A Vice-President once built a reputation for saying no in the afternoon when he was tired from putting out various fires. His team knew to bring him their ideas in the morning. Instead of ambushing him with requests later in the day, Sarah started scheduling quick check-ins before lunch to discuss important decisions. She also learned he preferred bullet-point summaries over lengthy emails, so she adapted her communication style accordingly. This small change led to faster approvals and a more collaborative relationship.

Communicate Effectively and Confirm Expectations

Clear communication is paramount in any working relationship, especially with your boss. If you have a manager who is less organized or seems overwhelmed, proactively seek clarity and confirm expectations.

Schedule regular check-ins to discuss priorities, deadlines, and any potential roadblocks. When assigned a task, always clarify the desired outcome and timeline. Don't hesitate to voice your ideas or concerns, framing them as questions to encourage dialogue. Instead of saying, “I think we should conduct focus groups.” Say, “What if we conducted focus groups?” Framing your idea into a question engages a busy boss in your thinking while drawing on their ideas too.

For example, David, a project manager, worked for a boss who often seemed scattered and struggled to delegate effectively. Instead of waiting for instructions, David started scheduling weekly meetings to review upcoming projects and clarify expectations. He would ask questions like, "What are the top three priorities for this week?" or "What specific outcomes are you looking for on this project?" This proactive approach helped David stay on track and reduced confusion, earning him his boss's trust and respect. Another boss preferred to read ideas instead of hearing them. Her team learned to present ideas in writing instead of verbally in meetings, even though it required more work.

Show Appreciation

Leadership can be a lonely road, and managers often feel underappreciated. Acknowledging your boss's efforts and expressing gratitude can go a long way in building a positive relationship.

Find genuine opportunities to thank your boss for their guidance, support, or hard work. Even if you don't always agree with their decisions, recognize their efforts and acknowledge their contributions to the team.

For example, after a particularly challenging project, Emily made a point of thanking her boss, John, for his leadership and support. She specifically mentioned how his calm demeanor and problem-solving skills helped the team overcome obstacles and deliver a successful outcome. John was genuinely touched by Emily's appreciation, which strengthened their working relationship.

Navigate Disagreements Productively and Don’t “Bad Talk” Your Boss

Disagreements are inevitable in any workplace, but how you handle them can significantly impact your relationship with your boss.

Before diving into disagreement, consider how your boss responds to conflict. If you can, discuss and define a process for disagreement ahead of time. Prepare your thoughts, find common goals, and state your intentions clearly. Seek their perspective before sharing yours and always offer solutions.

Also, avoid speaking negatively about your boss to others. It erodes trust and damages the relationship. More so, it will make you look unprofessional and unreliable. If you “bad talk” your boss to colleagues and then show up in meetings with your boss behaving respectfully toward them, you’ll look duplicitous.  

Managing up isn't about manipulation, but rather about strategically building a productive relationship with your boss. By mastering the art of doing your job well, understanding their unique work style, communicating effectively, showing genuine appreciation, and navigating disagreements constructively, you can foster a win-win dynamic that benefits both you and your manager. It’s about teamwork and collaboration, and adapting your style to make them feel heard and seen. In the end, it can lead to increased job satisfaction, greater success, and a stronger, more supportive working environment for everyone.

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Until next time!

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Amy Drader is a management consultant and credentialed coach with over 20 years’ experience in HR and operations. She knows first-hand the joys and challenges of leading people and is dedicated to helping managers and teams advance their performance. She is the owner of Growth Partners Consulting, a boutique leadership and team development consulting firm that provides customized training and coaching.