08/03/2025
Managing Up: Real Problems, Real Solutions
The idea of managing up might suggest notions of an incompetent manager with whom you can’t stand to work with. This manager is constantly micromanaging, giving vague feedback, and forcing you to work overtime. However, at its core, managing up isn’t about trying to “fix” a bad manager or manipulating a manager into doing what you want.
Rather, managing up a soft skill centred around using the traits of a good manager to help you bring out the best in yourself as an employee. When done effectively, managing up makes your and your manager’s day-to-day job easier.
In this article, we explore how you can manage up effectively and why managing up is important.
What is managing up?
The Harvard Business Review defines managing up as “being the most effective employee you can be, creating value for your boss and your company.”
Despite what you may imagine, managing up is not:
Going above your manager's head to have your ideas heard
Flipping the script and trying to manage your manager instead
Trying to mould your manager into someone different
Judging or evaluating your manager’s behaviours or abilities
Instead, managing up is:
Understanding what your manager wants to achieve
Developing a positive and productive relationship with your manager
Learning and adapting to your manager's communication style and way of working
Communicating your own preferred work and communication style
Anticipating your manager's needs
The principle of managing up is understanding. By gaining an awareness of what their goals are and how your manager operates, you can nurture a healthy relationship that is beneficial to not only both of you but also the larger organisation.
Consider the following scenarios and the tips to handle them better with your manager
1. Unclear Expectations
Scenario: Your manager gives you a project but doesn’t explain what success looks like.
Ask for examples of past work they liked.
Confirm deadlines, key deliverables, and any no-go areas.
Repeat back what you heard to make sure you’re aligned.
Ask how often they want updates and in what format.
Check in early to confirm you’re on the right track.
2. Lack of Communication
Scenario: You rarely hear from your manager unless something goes wrong.
Set a regular check-in, even if they don’t ask for it.
Send a short weekly update with wins, issues, and what’s next.
Use meetings to confirm priorities—not just report progress.
When you need a decision, make it clear why and what’s at risk.
If they don’t respond, follow up with clear options they can pick from.
3. Reactive Problem Solving
Scenario: Problems pile up until they explode, and you’re stuck fixing things in crisis mode.
Flag risks early, before they turn into real problems.
If something goes wrong, explain the cause and options to fix it.
Don’t just say “here’s the problem”—show what you’re doing about it.
Keep a list of lessons learned so mistakes aren’t repeated.
Ask your manager how they want to hear about problems—real-time or at check-ins.
4. Conflicting Priorities
Scenario: Your manager asks for one thing today and something totally different tomorrow.
Keep a running list of all projects and deadlines.
When new work comes in, ask what should get pushed back.
Confirm what’s most urgent if everything feels like a fire drill.
Share the impact when constant changes slow down results.
Push for a priorities meeting if chaos keeps repeating.
5. No Understanding of Their Pressure
Scenario: You see your manager as difficult or scattered—but you don’t know what’s on their plate.
Ask what their biggest stress points are right now.
Offer to own small things that free up their time.
Pay attention to the pressures they get from their own leaders.
Adjust your updates to show how your work supports their goals.
Remember: managers are people too—pressure flows downhill.
6. Misreading Their Style
Scenario: You give your manager tons of details, but they just want quick headlines—or vice versa.
Watch how they communicate—do they focus on big ideas or deep dives?
Ask how much detail they want in updates.
If they skim emails, lead with the main point and action needed.
If they want background, add it below the main update.
Adjust your style to match theirs—not the other way around.
A good manager-employee relationship doesn’t happen by accident.
Clear updates, honest feedback, and asking the right questions change everything.
When you know what your manager needs before they ask, trust grows fast.
When you both stay clear on priorities, the work gets better and easier.
Managing up isn’t about control—it’s about showing you are someone they can count on.
With these tools in hand, you’re on your way to a better managerial relationship at work.
