In our first post on managing up, we discussed the reasons why successfully managing your boss is essential for your overall professional success. For this second installment of our four-part series, let’s look at some common scenarios where boss-managing skills—or the lack thereof—play a critical role.
When You Have Very Different Work Styles
You love your new job, but you quickly realize your work style is very different from how your new boss does things. He’s detail and report-oriented, preferring to base his decisions on facts and figures, with less human interaction. His demands for data related to your work get old fast, and it isn’t long before you’re focusing on getting the job done, rather than demonstrating to him that you’re doing it.
When your 90-day probation is over, you’re feeling pretty good about all you’ve accomplished. Your boss, however, feels like you didn’t do your job because you failed to provide him with reports he asked for.
What could you have done differently?
Although you quickly realized your styles were different, you didn’t adapt. You failed to focus on what you could do to bridge the gap between your style and your boss’. You can’t afford to ignore your boss’ priorities. It’s vital that you find a way to satisfy his expectations while actually doing your job.
When your boss is not forthcoming with feedback
Some people can plug along without ever hearing a “thatta-boy,” but you’re not one of them. You need feedback in order to self-assess your progress toward your assigned goals. Your new boss, however, rarely tells you what she’s thinking. You don’t want to seem confrontational or pestering, so you never ask for feedback. When it’s time for your annual review, your supervisor has a laundry list of things you need to do to improve. The list is so long, it’s overwhelming and you begin thinking about finding another job.
What could you have done differently?
Many large companies are moving away from annual reviews in favor of career-development models that provide employees with performance feedback throughout the year. If your company hasn’t yet gone this route, getting the feedback you need is part of your job and you’ll have to find a way to ask for it. Perhaps you can get what you need in a casual conversation in the break room. Maybe you need to sit down with your supervisor and explain that you value her guidance. It’s vital to know what your boss thinks of your job performance throughout the year.
When your boss’ problems mean he has little time for yours
Your boss is usually great. He’s generally on top of things and consistently lets you know when you’re doing well. Lately, however, he’s been under a lot of pressure from his supervisor. He’s stopped giving you positive feedback, and often has his office door closed and his phone set to do-not-disturb. In fact, the few times he has said something to you, it’s been to criticize you in front of your co-workers.
After several weeks of this treatment, you ask your boss for a meeting. You prepare your talking points ahead of time. You sit down with your boss and calmly explain that you like your job, but feel that lately communication between you and your boss hasn’t been as good as it could be. You give examples and suggest ways that you can work together to improve communications. Your boss apologizes for being out of touch and agrees to implement your suggestions.
What did you do right?
You took control of a volatile situation, acted calmly and without emotion, helped your boss identify a problem, and suggested concrete steps the two of you could take together to resolve the issue. What’s more, you demonstrated to your boss that you are paying attention to his situation, are cognizant of the pressures he faces, and want to do what you can to support him professionally.
In the third installment of our series on managing your boss, we’ll talk about professional development and strategies to manage your boss at varying career levels.
Read here: Managing Your Boss Part I: Why it’s Vital to Manage Up
