There’s no shortage of content for new managers. But what about those on the other side of the table, the ones being managed?
Learning how to manage up effectively isn’t about sucking up or trying to impress. It’s about creating a two-way relationship that works, one built on trust, communication, and shared goals. When done right, it boosts your autonomy, sharpens your performance, and creates a better working experience for everyone involved.
Here’s how to manage up effectively, complete with actionable tactics broken into digestible themes.
1. Leave Your Assumptions at the Door
Align on success. One of the biggest missteps is assuming you and your manager are aligned on what success looks like. Don’t wait for a performance review to find out. Ask directly, and revisit the conversation regularly. Try: “What does success look like for me in your eyes?” and “What’s success for our team in your view?” Alignment reduces friction and helps you work toward goals that actually matter.
Understand what matters. Every manager has trust indicators, whether that’s timely delivery, clean metrics, or third-party praise. Learn how your manager evaluates performance and mirror that in how you report progress. This builds confidence in your work and removes ambiguity.
Zoom out. It’s easy to assume your work is your manager’s top priority. Spoiler alert: it usually isn’t. They’re juggling multiple projects, priorities, and pressures. Understand where you and your work fall in their hierarchy and adjust your expectations accordingly.
Solve their problems. Don’t just execute on your lane. Keep an eye on what repeatedly trips your manager up — bandwidth issues, cross-functional roadblocks, or gaps in process and offer solutions. Anticipating and removing roadblocks makes you indispensable.
2. Hone Your Delivery for Communication That Lands
Share your why. When starting a new role or relationship, don’t just list your responsibilities — explain what motivates you and how you like to work. Share your career goals, personal values, and working preferences. This opens the door for mutual understanding and long-term alignment.
Adapt your delivery. Observe how your manager receives information. Do they prefer Slack messages or email summaries? Long-form memos or quick bullet points? Adjust your style to theirs. Communication isn’t about what you say but what they hear.
Match their style. For micromanagers, share frequent updates and pre-empt questions. For hands-off leaders, make your touchpoints count by focusing on challenges and strategic decisions. Matching communication rhythm builds trust and reduces anxiety.
No surprises. Managers hate being blindsided. It is best to flag something early if something’s off, like missed deadlines, team friction, or shifting scope. Your manager doesn’t expect perfection, but they do expect visibility.
Know your audience. Some leaders want every data point. Others wish to the outcome. Learn what level of detail your manager prefers and tailor accordingly. Don’t force a five-paragraph update on someone who wants one sentence.
Use shared goals. Link your updates and proposals to OKRs or company priorities. If your idea aligns with something already on their radar, you’ll likely get buy-in and support.
Be clear, not loud. Being loud or visible isn’t the same as being effective. Clarity and conciseness build credibility, especially in high-stakes situations.
3. Boost Your Chances of Hearing “Yes”
Plant seeds early. Don’t spring a big idea on your manager out of nowhere. Mention it casually in earlier conversations, then develop it over time. People need space to process new ideas, so use that to your advantage.
Co-own the problem. Frame your requests as collaborative solutions. Instead of “I want to do X,” try “We’ve been running into Y, and I think X might help. What do you think?” Framing it this way creates buy-in and shared ownership.
Isolate your ask. Don’t bury your key request in a long status update. If you need a decision, state it clearly, with supporting context. Keep it short and to the point.
Do the legwork. When making a request, show up with options. Include tradeoffs, implications, and the effort required. Remove the friction to make it easy for your manager to say yes.
Ask directly. Be explicit if you need something, time, resources, or approval. Managers can’t read your mind. The more you ask clearly, the faster you move.
If you’re serious about learning how to manage up effectively, start here: know what you want, and make it easy for your boss to say yes.
4. Get Comfortable With Feedback
Believe the good. When you receive praise, believe it. Don’t brush it off or minimize it. Your manager isn’t handing out compliments for fun. They’re giving you a signal on what to double down on.
Challenge respectfully. Don’t fall into the trap of just trying to please your manager. If you disagree, say so respectfully and with reasoning. The best managers want people who think critically, not people who always say yes.
Train through action. Set expectations through behavior. If you don’t want late-night emails, don’t respond to them. If you value prep over last-minute scramble, show that in how you operate. You teach people how to treat you by what you tolerate and reinforce.
5. Set the Tone in Your 1:1s
Use a shared doc. Keep a living agenda with running notes and open topics. Add updates, questions, and feedback in advance. This makes 1:1s more structured, productive, and trackable.
Start with five questions. When working with a new manager, ask: 1) What are your top priorities? 2) What keeps you up at night? 3) What’s my role in all this? 4) What are your pet peeves? 5) Who’s the best report you’ve had and why? The answers give you a head start on understanding how to succeed.
Zoom out first. Before diving into detail, provide a high-level overview. What are your top priorities right now? Where are you blocked? What’s moving smoothly? Let them see the full picture.
Grade your alignment. After every meeting, ask yourself: “Did we talk about what matters most to my manager?” If the answer is often no, dig deeper.
Preempt their questions. Think ahead: What will they ask next? What concerns might they raise? Answer them before they do. It shows preparation and builds trust.
Be a whole person. Talk about how work fits your life, not just your to-do list. This builds a stronger relationship and opens more room for growth and support.
6. Share Your Impact
Asynchronous wins. Don’t rely solely on meetings. Keep a running list of updates, wins, blockers, and questions in a shared tool like Notion or Google Docs. This reduces context switching and keeps your manager informed.
Send a weekly “State of Me.” Include: What I did, what I’m doing, what I need help with. Use the same format each week. It builds a rhythm and removes guesswork. This simple tactic goes a long way if you’re trying to figure out how to manage up effectively without constant meetings.
7. Build Trust and Rapport
Be interested. Ask your manager about their weekend. Their kids. Their go-to podcast. It’s not small talk. It’s relationship-building. You don’t need to be best friends, but a little curiosity goes a long way.
Use tactical empathy. Assume positive intent. Ask questions to understand their perspective. Summarize what you heard. When you do this well, even difficult conversations go more smoothly.
Find a sponsor. If your manager isn’t engaged, find someone who is. A senior peer who sees your work can advocate for you behind closed doors. Don’t let your growth hinge on one person’s attention.
Managing up isn’t just a survival tactic; it’s a leadership skill. You don’t have to be in charge to start driving alignment, clarity, and performance.
Start by picking one tactic. Try it this week. If you’re looking for a single takeaway on how to manage effectively, it’s this: don’t wait to be led—take ownership of the relationship, and you’ll see it transform. Need help in managing up, let’s chat!