Managing Up
This article was published first in Virginia Parks and Recreation Magazine, Fall 2024.
Show of hands: who’s been in a situation where you are more knowledgeable than your boss? Whether it’s perceived or otherwise, oftentimes folks find themselves in the precarious position of having to manage up. What’s crazy is that this is found at all levels of any organization – from entry-level hires to city managers and county administrators.
Managing up can be a challenging but essential skill, especially when your supervisor lacks the knowledge or expertise that you possess. This situation can arise for various reasons: the supervisor is brand new in their position or perhaps they oversee a broad and diverse range of responsibilities or they simply have a different skill set than you do. Despite all of these, though, managing up effectively can foster a productive work environment, ensure mutual respect, and even enhance your career. No matter your position in the organization, you can navigate this delicate situation with both professionalism and tact.
Understand the Big Picture
Before taking any steps to manage up, it’s crucial to understand your supervisor’s overall role and responsibilities. Even if they aren’t as knowledgeable in your specific area, they might possess a broader view of the organization’s goals and priorities. It’s important to recognize that their decisions may be driven by factors you’re just not familiar with or aware of. By aligning your actions with the organization’s larger objectives, you can better position yourself as an employee of value, rather than a pain in the rear.
Build a Strong Relationship
Developing a strong, trusting relationship with your supervisor is key to managing up effectively. Start by showing respect for their position and acknowledging their strengths. Find common ground and shared goals that can serve as a foundation for collaboration. Regular communication is essential and it’s important to ensure that you are consistently updating your supervisor on your progress, challenges, and achievements. This will help them feel more connected to your work and may provide opportunities for them to offer support or guidance. However, don’t go overboard with it. I personally learned the hard way that it’s easy to overwhelm your supervisor with all the good stuff you’re doing and I assumed they were reading through everything and pulling out what they wanted to pass on to their boss. You know what they say happens when you assume, right?
Offer Solutions, Not Problems
When you encounter issues that require your supervisor’s input, frame them as opportunities for improvement rather than simply pointing out what’s wrong. More importantly, come prepared with potential solutions. For example, if your supervisor lacks technical knowledge, don’t just highlight the problem, rather suggest practical ways to address it, such as training sessions, bringing in external expertise, or delegating specific tasks to more knowledgeable team members. This approach not only demonstrates your problem-solving skills but also positions you as a proactive and collaborative team member. As I used to tell my staff: “please don’t come into the office and set a hungry monkey on my desk unless you have something they might want to eat.”
Educate and Empower
If your supervisor is open to learning, offer to share your expertise in a way that empowers them. This doesn’t mean overwhelming them with jargon or unnecessary details but rather providing them with the information they need to make informed decisions. By framing your knowledge-sharing in a supportive manner, you can help your supervisor feel more confident and capable, which can lead to a more effective working relationship.
Respect the Chain of Command
Even if you know more than your supervisor in certain areas, it’s essential to respect the chain of command. Regardless of how (or why) they got there, they are your boss and the position needs to be respected. Avoid bypassing your supervisor to speak directly with higher-ups unless absolutely necessary, as this can undermine their authority and damage your relationship. Instead, work within the existing hierarchy to influence decisions. If you need to escalate an issue, do so with transparency, letting your supervisor know beforehand and explaining your reasons clearly. It can be a tense conversation for sure but if you don’t have the courage to have that kind of difficult discussion, you may want to reconsider usurping them.
Focus on Collaboration, Not Competition
Managing up isn’t about proving that you’re more knowledgeable or capable than your supervisor (even though it’s mighty tempting sometimes). Instead, focus on how you can collaborate to achieve the best outcomes for the organization. Approach your interactions with a mindset of partnership rather than competition. By positioning yourself as a collaborator, you can help alleviate any insecurities your supervisor may feel and create a more positive, productive working environment.
Provide Constructive Feedback
If you notice areas where your supervisor could improve, consider how to provide feedback in a constructive, non-confrontational manner. Frame your suggestions in terms of how they can benefit the team or the project. This approach allows you to offer guidance without coming across as critical or dismissive.
Adapt to Their Style
Every supervisor has a unique management style and adapting to it can help you manage up more effectively. Pay attention to how your supervisor prefers to communicate, make decisions, and handle conflict. If they are more hands-off, be proactive in keeping them informed. If they prefer detailed reports, ensure that your updates are thorough. By aligning your approach with their preferences, you can reduce friction and work better together.
Know When to Step Back… Or Leave
Finally, it’s important to recognize when to step back and let your supervisor lead, even if you have more expertise in a particular area. There will be times when your supervisor needs to make decisions that you may not fully agree with. In these cases, once you’ve voiced your perspective, it’s important to support their decision and focus on executing it to the best of your ability. On the other hand, sometimes it’s just not going to work out despite how hard you try. Full disclosure, this article is written in a way that assumes both parties are able to keep things completely professional and not let their personal feelings get in the way. Let’s be honest, though: oftentimes people just don’t like each other and it can be near impossible to have a truly productive and professional relationship. In the event the personal outweighs the professional, it may be time to take a really, really big step back in the form of finding another job.
Managing up when your supervisor isn’t as knowledgeable as you requires a delicate balance of respect, communication, and collaboration. By building a strong relationship, offering solutions, and focusing on mutual goals, you can create a more productive and positive working environment, ultimately benefiting both your career and your organization.