Why Managing Up Needs to Be Part of Your Strategy
As business leaders, there’s a challenge many of us encounter throughout our careers, though it’s not often openly discussed: workplace friction, especially between managers and new employees. What happens when you bring someone new onto your team, only to realise that aligning on goals and expectations might be more difficult than anticipated?
The key question here is: are you and your new hire working towards the same objectives? Are your priorities aligned? Do you both have a shared understanding of the business direction and how to achieve success?
When you expand your team – whether it’s in a small, one-on-one start-up environment or within a large-scale operation – several factors can create friction, frustration, and ultimately a dip in productivity. It’s no wonder that “managing up” has become a prominent trend in corporate culture over the past few years.
Oftentimes, tension arises from differences in work styles. Some people thrive in a more spontaneous, flexible environment, while others prefer structure and clear processes. When these differing approaches meet – especially when one is managing the other – it can lead to confusion, miscommunication, and a lack of clarity around expectations. This is when employees may start feeling unsure about their role or how to move forward.
This is where the concept of "managing up" comes in.
The idea is simple: no matter your level within an organisation, your manager’s success is tied to yours. So, it’s in your best interest to understand how they work best and what will help both of you thrive. Managing up is about proactively fostering communication and clarity, empowering your team to get what they need from you in order to do their best work.
One effective way to encourage managing up is to hold regular one-on-one meetings led by the employee. This gives them a safe, private space to ask questions, seek feedback, and discuss challenges they may not feel comfortable addressing in a larger team setting. By letting the employee set the agenda, you not only gain insights into their needs, but also into how they think and work – which can help you manage them more effectively.
Another approach is to engage in collaborative goal-setting exercises. Taking the team out of the office for a more relaxed strategy session can foster open dialogue, idea-sharing, and the development of shared goals. It’s important to create alignment between the company’s goals and your employees’ personal objectives, ensuring everyone feels motivated and invested in the long-term success of the team.
Workplace tension doesn’t always stem from personality clashes. Sometimes, it’s simply a matter of different working styles creating roadblocks to effective communication. By fostering a culture that supports managing up, you’re likely to see not only greater employee engagement but also improved motivation and stronger overall relationships within the team.
Whether you’re managing a team of one or one hundred, our expert consultants are here to help. We specialize in building and retaining top talent, and our commitment doesn’t end once a placement is made. Our exceptional after-care services set us apart as a leader in the recruitment space. Reach out to us today to discuss your goals and hiring strategies – we’re here to support your success.
