[WORLD] If you're wondering why your career isn't progressing as quickly as you'd like, the problem may lie in how you’re managing up. "Managing up" refers to the process of building a positive, productive relationship with your boss or higher-ups within your organization. It’s not about manipulating or ingratiating yourself—it’s about fostering communication and alignment with your manager to help you both succeed.
But there are several myths about managing up that can prevent you from taking full advantage of this important skill. Let’s break down these myths and explore why they might be holding you back from getting promoted.
Myth #1: Managing Up Means Over-Promoting Yourself
One of the biggest misconceptions about managing up is that it requires you to constantly promote your own achievements. This myth assumes that to be noticed, you need to talk endlessly about your successes. In reality, effective managing up is about balancing humility with visibility.
While it’s important for your contributions to be recognized, over-inflating your role or accomplishments can come off as disingenuous. It’s about providing the right amount of information to keep your manager in the loop, so they understand your contributions without feeling like you’re bragging.
As Melody Wilding writes, “managing up is not about playing a game or manipulating people, but rather about making sure you’re not invisible.”
The key to getting noticed is not by boasting about your work but by showing how it aligns with the company’s goals and the team's success.
Myth #2: You Should Always Agree with Your Boss
Another common myth is that managing up requires you to be a "yes-person." Many employees believe that they must always agree with their boss to maintain a good relationship or to be seen as a team player. However, this approach can be harmful in the long run.
The truth is, managing up is about finding the right balance between providing honest feedback and being receptive to your manager’s input. If you never express concerns or offer new ideas, you might come across as passive or disengaged. On the other hand, constantly challenging your boss can create friction and hurt your chances for promotion.
Wilding emphasizes that “managing up is about using your voice—speaking up when necessary, offering alternative ideas, and bringing value to the table.” This allows you to stand out as a critical thinker and a problem-solver while still respecting your manager’s role.
Myth #3: Managing Up Is a One-Way Street
Many people mistakenly believe that managing up is about serving your boss’s needs without expecting anything in return. While it’s true that part of managing up involves anticipating your manager’s needs and supporting them, it should never be a one-sided relationship.
Your career growth depends on how well you can align your objectives with those of your boss and the organization. If you’re simply trying to make your manager look good, you risk neglecting your own goals. Successful managing up should be a two-way street, where both you and your boss benefit from the relationship.
“True managing up isn’t about giving everything to your boss without expecting something in return,” says Wilding. It’s about mutual respect and collaboration, where both parties work together to achieve shared success.
Myth #4: Managing Up Requires Manipulation
Many professionals shy away from managing up because they equate it with manipulation. They believe it’s all about playing games or being insincere to get ahead. While there are certainly unethical ways to try to advance, managing up in a healthy, professional way is not manipulation.
Managing up is about understanding your manager’s style, priorities, and preferences so you can communicate more effectively. It’s about finding ways to support their goals while still advancing your own.
Rather than being manipulative, managing up involves building trust and showing initiative in a way that makes both you and your boss look good. As Wilding notes, “managing up involves strategic communication and being proactive in addressing potential challenges—it's not about taking shortcuts to get ahead.”
Myth #5: You Need to Always Be Available for Your Boss
In today’s fast-paced work environment, it can be tempting to drop everything whenever your boss needs you. Many professionals think that by being constantly available, they’ll make a better impression. However, this myth can actually be counterproductive.
Always being available can lead to burnout, frustration, and a lack of focus on your actual work. It also risks creating an unhealthy dependency where your boss might expect you to be constantly on-call, making it difficult for you to set boundaries.
Managing up doesn't mean sacrificing your work-life balance for the sake of your boss. It means being strategic about when and how you communicate. For example, if you have a busy project coming up, make your boss aware of your workload so they can be more mindful when requesting your time. Setting clear boundaries and managing expectations is a vital part of managing up effectively.
Myth #6: It’s All About Your Relationship with Your Boss
Another common myth is that managing up is solely about your relationship with your immediate supervisor. While it’s important to maintain a strong relationship with your direct boss, managing up can extend beyond that.
In larger organizations, your career advancement might depend on how you manage relationships with other key stakeholders, such as senior leaders or cross-functional teams. Effective managing up includes understanding the broader organizational dynamics and how your work fits into the larger picture.
As Wilding advises, “Managing up is about understanding the broader context of the organization and positioning yourself in a way that aligns with company priorities.”
Myth #7: It’s Only About Pleasing Your Boss
It’s easy to think that the main goal of managing up is to make your boss happy at all costs. However, this can lead to compromising your values and long-term career goals just to please someone in the short term.
The real objective of managing up is to build a partnership that fosters trust, communication, and alignment. By understanding your boss’s goals and aligning them with your own, you create a dynamic that benefits both of you in the long run.
Remember that your success is not only about pleasing your boss but also about creating mutual value. Wilding stresses that “managing up should not be about fawning over your boss, but about forging a relationship that is built on honesty and respect.”
Myth #8: If You Do Great Work, the Promotions Will Follow
Many professionals believe that if they simply keep their heads down and do excellent work, promotions will come naturally. Unfortunately, while doing good work is essential, it’s not always enough to secure that next promotion.
Managing up is a proactive approach that ensures your contributions are recognized and aligned with your manager's objectives. If you're not actively communicating your value, it’s easy for your work to be overlooked or misaligned with organizational priorities.
Wilding argues that “just working hard isn’t enough; you need to take the initiative to ensure that your achievements are visible and connected to the broader goals of the team and the company.”
Managing up is an essential skill that can help you advance in your career, but it’s important to separate fact from fiction. By debunking these common myths, you can adopt a healthier, more strategic approach to working with your boss and other stakeholders.
Remember, effective managing up is not about manipulation, over-promotion, or always agreeing with your boss. It’s about aligning your work with the broader goals of the company, communicating strategically, and building a relationship based on mutual respect. When done right, managing up can open doors to new opportunities, strengthen your career, and lead to the promotions you deserve.
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