You’ve mastered your job. You deliver consistently. You’re a trusted member of the team. But there’s still something holding you back: your relationship with your manager. Maybe they don’t understand your strengths. Maybe you feel overlooked. Maybe they’re always too busy, distracted, or vague with feedback.
Whatever the situation, one thing’s clear — if you want to progress, you need to manage up.
That doesn’t mean flattering the boss or playing politics. It means learning how to work with your manager in a way that helps you succeed, helps them succeed, and builds trust along the way.
Managing up isn’t about manipulation. It’s about communication, clarity, and strategy. And the people who know how to do it? They tend to go far.
Here’s how.
Understand their world
You know your job inside out. But do you understand what your manager is juggling?
Every manager has pressures you may not see — targets from above, deadlines you don’t know about, or a team dynamic they’re trying to keep afloat.
Start by observing. What does your manager care most about? What keeps them up at night? What kinds of things get their attention, and what do they tend to overlook?
The more you understand their goals and challenges, the easier it becomes to position your work in a way that supports them — and helps you shine.
Managing up begins with awareness.
Make their life easier — without doing their job
You’re not there to fix your manager’s problems. But you can make their job easier by being reliable, organised, and proactive.
That might mean:
- Flagging issues before they escalate
- Offering options, not just problems
- Being prepared in meetings
- Updating them without being asked
When you become the person they can count on — not the person they have to chase — your value goes up fast.
And when it’s time for new opportunities? You’re already seen as someone who can handle more.
Adapt to how they work
Some managers love detail. Others want headlines. Some check in regularly. Others leave you alone for weeks.
Rather than wish they were different, learn how to work with their style.
If they like short updates, don’t send essays. If they want context, don’t drop tasks on them last minute.
This doesn’t mean changing who you are. It means communicating in a way that lands.
By adapting — even a little — you show emotional intelligence and professionalism. That matters more than most people realise.
Speak up — clearly and professionally
Many professionals stay silent because they don’t want to come across as difficult. But silence can hurt your progress more than anything else.
If you need clarity, ask. If you want feedback, request it. If you disagree with a decision, raise it respectfully.
Saying nothing leads to misunderstandings. Saying too much, too emotionally, can hurt your credibility.
The balance? Clear, calm communication. Try:
“I’ve noticed this keeps coming up — can we talk about how to approach it going forward?”
“I’d really value some feedback on how I handled that project.”
“Here’s something I think we could improve — would you be open to discussing it?”
You’re not challenging authority. You’re showing leadership.
Keep a record — especially if things are unclear
Sometimes, managing up means managing uncertainty. If your manager gives vague instructions or doesn’t follow up, it’s important to protect yourself — and your work.
Confirm discussions in writing. Summarise actions. Keep notes of what’s been agreed.
This isn’t about being formal. It’s about building clarity and making sure nothing gets lost.
And if your manager ever questions what was said, you’ve got a clear record.
Documentation isn’t about distrust. It’s about alignment.
Share your wins — and your ambitions
If you want to be seen as someone ready for more, you need to talk about what you’ve achieved and where you want to go next.
This isn’t bragging. It’s visibility.
Let your manager know what you’re proud of. Say what you’ve learned. And when the time is right, express where you see yourself progressing.
Try:
“This project pushed me, and I’m pleased with the outcome — I’d like more opportunities like that.”
“I’ve really enjoyed leading this task. Long term, I’d be interested in developing more in that direction.”
You don’t need big statements. Just consistent signals.
If you don’t tell them what you want, they might assume you’re happy standing still.
When your manager isn’t great
Let’s be honest — not every manager is inspiring. Some are passive. Some are disorganised. Some are just difficult.
You can’t change their personality, but you can manage your relationship with them in a way that protects your growth.
Stay professional. Stay steady. Don’t take their bad habits personally.
Build relationships elsewhere in the organisation. Look for mentors who can offer guidance. Keep developing yourself even if your current boss isn’t helping you do it.
Managing up doesn’t mean tolerating everything. If the environment is blocking your progress long-term, it may be time to move on. But don’t let one person stop your momentum.
Final thoughts: You don’t need to play games — just play smart
Managing up isn’t about flattery or politics. It’s about showing up with clarity, consistency, and confidence — and creating a working relationship that benefits both sides.
It’s one of the most underrated skills in career development. And the people who master it? They often get better opportunities, better support, and better results.
You don’t have to wait for your manager to change. You can take the lead — and start shaping the dynamic today.
Because leadership doesn’t always mean being in charge. Sometimes, it means knowing how to work with the person who is — and making both your jobs easier in the process.
That’s not playing the game. That’s building your path.