Most managers aren’t natural leaders.
Only 1 in 10 people have the innate talent to manage effectively (Gallup).
58% of new managers receive zero formal training before stepping into their roles (CareerBuilder).
The rest are figuring it out on the fly—just like you.
And yet, we expect them to have all the answers, set perfect priorities, and make our work lives easier. The reality is many are overwhelmed, stretched thin, and navigating challenges of their own.
Some are great at strategy but lack communication skills. Others are brilliant executors but struggle to delegate.
And some are simply too busy to give you the clarity and direction you need.
Why Managing Up is a Win-Win
Your boss is likely juggling competing priorities, dealing with pressure from above, and managing their own blind spots. They don’t always know how to make your life easier—so it’s on you to help steer the relationship in the right direction.
When you take control by understanding their style, anticipating their needs, and making their life easier:
✔️ You gain more autonomy—they trust you to handle things without micromanaging.
✔️ You eliminate chaos—no more miscommunication, last-minute fire drills, or unclear expectations.
✔️ You stand out—managing up signals strategic thinking and leadership potential, which fast-tracks your career.
Managing up doesn't mean doing your boss’s job. It means making your own job (and theirs) easier.
How I Learned to Manage Up at Google
I’ve had incredible managers who empowered me—and some who made my life much harder than it needed to be.
One of my bosses was brilliant but indecisive, constantly shifting priorities, which made it impossible to plan ahead. Another was so hands-off that I had to fight for feedback or direction.
I quickly realized that waiting for them to become better managers wasn’t an option.
Instead, I started managing them.
For the indecisive manager → I framed my updates around what mattered most to him, preempted what he’d need before he asked, and created structure where he couldn’t.
For the hands-off manager → I drove our 1:1s, proactively shared updates, and made sure I got the feedback I needed to move forward.
And guess what? We both won. He was less stressed, I had more autonomy, and we actually became a great team.
Here’s how you can do the same.
1. Figure Out What Makes Them Tick (And Work With It)
One of my coachees, a senior product manager at a high-growth tech startup, came to me saying, “I don’t get my boss. One day she’s all about data, the next day it’s gut instinct. I feel like I’m constantly guessing.” Sound familiar?
Your boss is human. They have triggers, preferences, and communication quirks. The fastest way to manage up is to figure out what matters to them and adapt.
Ask Directly – Don’t guess. Questions like, “How do you prefer to receive updates—quick Slack messages or a weekly report?” can save you from unnecessary frustration.
Observe What They Respond To – Do they perk up when you bring data? Do they ignore emails but respond instantly on WhatsApp? Adjust accordingly.
Understand Their KPIs – Your boss is being evaluated on something. If you can align your work to make them look good, you’ll gain influence fast.
✅ Pro Tip: If your boss constantly overwrites your work or nitpicks details, it might be a trust issue. Give them early visibility—send a draft instead of a finished product and ask for feedback upfront. It’ll reduce their urge to micromanage.
2. If They Won’t Set Priorities, You Do It
Ever had a boss who dumps 10 urgent projects on you with no clear priority? Welcome to corporate chaos. One of the biggest reasons employees burn out is because their managers don’t provide clarity.
Early in my career at Google, I had a VP who would send last-minute requests at 6 PM and expect miracles from me and my team by morning. Instead of killing myself trying to do everything, I started responding with:
"I’m working on X, Y, and Z—if I take this on, which one should I deprioritize?"
Game-changer. Instead of assuming we had to do it all, I made my boss choose—which forced them to take accountability.
Use the Eisenhower Matrix – If your boss struggles with prioritization, come to them with an urgent vs. important framework and make them confirm priorities.
Preempt Last-Minute Chaos – If they’re always in fire-drill mode, start checking in proactively: “Hey, anything coming down the pipeline that I should prepare for?”
Clarify Decision Authority – If you don’t know which decisions you own vs. what needs their approval, set that boundary ASAP.
✅ Pro Tip: If you’re constantly getting conflicting instructions, keep a “paper trail.” A simple email that says “Just confirming, you’d like me to focus on X first, correct?” can save you from future headaches.
3. Make Their Life Easier (Without Becoming a Doormat)
One of my clients, a finance leader at a Fortune 500, was so frustrated with his boss’s lack of organization that he was this close to quitting. His manager would randomly ask for updates at all hours, expect him to read his mind, and forget half the things they discussed.
Instead of fighting it, we built a system around the chaos:
He set up a recurring Monday morning check-in with an agenda, so his boss got the updates before asking.
He summarized decisions in Slack after every meeting, reducing backtracking and repeated conversations.
He proactively sent status reports on major projects before his boss could ask.
The result? Less stress, fewer fire drills, and a boss who suddenly thought he was a rockstar.
✅ Pro Tip: Make your boss’s life easier in ways that also serve you. Creating structure doesn’t mean taking on more busy work—it means setting clear expectations that protect your time and sanity.
4. Advocate for Yourself—They’re Not Psychic
If you’re waiting for your boss to notice when you’re overwhelmed or offer you career opportunities, you’ll be waiting a long time. Most managers are too busy managing their own workload to read your mind.
Want a promotion? Make sure they know. Use your 1:1s to ask: “What skills do I need to demonstrate to be considered for the next level?”
Drowning in work? Speak up. Don’t just say “I’m overwhelmed”—frame it as “I want to make sure I’m focusing on the highest-value work. Here’s what’s on my plate. Can we discuss priorities?”
Need feedback? Don’t wait for the annual review. Ask: “What’s one thing I could improve?” and implement it.
One of my coachees—a senior marketing leader—was struggling with a boss who never gave feedback. Instead of guessing, she asked directly: “I’d love to get more input—what’s the best way for me to check in with you on progress?” Turns out, her boss just hated formal meetings but was happy to give feedback in casual check-ins.
✅ Pro Tip: The best employees manage their own careers—they don’t wait for a boss to do it for them.
Final Thoughts: Managing Up is a Power Move
Managing your boss doesn't mean manipulation (somehow people cringe thinking it is a negative thing - it isn't) — it helps you set yourself and your manager up for success. When you anticipate their needs, create clarity in the chaos, and advocate for yourself, you take ownership of your work, drive impact, and gain more independence. Your manager can rely on you, freeing up their time and energy, making you an invaluable asset.
So ask yourself:
✅ Do I know my boss’s biggest priorities and pet peeves?
✅ Have I set clear boundaries and expectations?
✅ Am I proactively driving my own growth and success?
If not, time to start managing up. Your future self (and your sanity) will thank you.
Hi! I'm Merve. 👋 I help leaders build high performing teams, amplify their business impact, and advance their careers.
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