What does managing up mean?

Managing up is a practice where employees develop strong relationships with supervisors, understand their needs and adjust their behavior to help them meet their goals. In other words, they make a conscious effort to be productive employees.

If you’re an employer, you can use this practice to better serve the board of directors, investors and the company. This might involve:

• Identifying the company’s core objectives, challenges, opportunities and pain points
• Meeting with other company leaders or high-level collaborators to understand their needs

This information can help you make strategic decisions that benefit the business. For example, you might realign team priorities with the company’s top objectives or anticipate upcoming industry changes and adjust operations accordingly. To strengthen relationships with investors and board members, you might adapt your communication style or channels to better align with their preferences.

8 steps to managing up

Here are some effective strategies for managing up as an employer:

1. Identify wants and needs

To show you’re an effective manager, listen to your employees’ needs, express interest in their goals and celebrate their achievements.

Then, identify the objectives of the company and its collaborators. Revisit your business plan, assess the current state of the market and determine the top organizational goals. Additionally, take the time to understand investors and board members. This can help you identify what they hope to achieve and their strategic priorities.

Once you clearly understand the company’s direction and objectives, start finding ways to contribute. If the board wants to improve shareholder dividends, you might focus on cultivating relationships with high-value clients. If you plan to expand the company, you might start training high-performing employees for future leadership roles.

2. Make it easy for collaborators to connect with you

It’s important to figure out the preferred communication style of your investors and board members. If they use a direct messaging system, use the same platform to send relevant questions or project updates. This makes it more convenient for them to quickly reach out with questions or assignments.

If you receive communication from a collaborator after your business hours, make a point to respond within 24 hours. Prompt replies help show you value the collaborator’s time and input.

3. Evaluate company goals to help establish your own

Make sure to align your professional goals with the company’s or board of directors’ main objectives. For example, if the organization is headed for a significant infrastructure upgrade, you might seek training in the new technology and equipment. If the board is shifting its strategic plan to accommodate impending regulations, you might prepare employees for the change. By anticipating and responding to company priorities, you can enhance your effectiveness in your role.

4. Find ways to reduce stress

Identify common challenges and pain points for the business, investors or board of directors. Then, find ways to alleviate the stress and better serve the company.

For example, if investors are concerned about their portfolio’s environmental impact, consider taking the initiative to reduce waste or save energy. This helps demonstrate your awareness and commitment to collaborators’ concerns.

5. Exceed performance metrics and goals

Acknowledge the company’s performance goals and strive to consistently exceed them by exceeding expectations. Motivate your employees to surpass metrics by helping them understand how it benefits their professional goals. You might offer performance bonuses, revenue-sharing or other incentives. Set realistic work hours and aim for attainable goals to ensure your success as an employer.

Related: In Scope vs. Out of Scope Meaning With Examples

6. Be willing to share skills with other company leaders

Help other company leaders improve their performance by analyzing their strengths and weaknesses. For instance, if organization and task management is an area of improvement, consider teaching them how to use an accounts management system or a scheduling tool. Your efforts can help improve their productivity and show your dedication to the business.

Assisting without criticizing their skills helps build rapport and underscore your knowledge.

7. Schedule regular meetings with collaborators

If other company leaders, investors or board members are busy handling big-picture tasks, schedule regular skip-level meetings to maintain a strong relationship. Write down meeting goals and talking points beforehand to ensure the session is worthwhile. Discuss your goals, ideas for improvement and project updates.

Scheduling regular meetings can help demonstrate your dedication to improving your performance, keep collaborators involved in company progress and achievements and reduce their workload by eliminating the need to ask for updates.

8. Come prepared with a plan

Develop a plan of action before starting discussions regarding miscommunications or adjustments. If your team faced unexpected challenges, you might say, “Profits are 10% below the target for this quarter due to sudden supply chain disruptions. I’ve set up tentative agreements with alternate suppliers, and we’re on track to make up the difference in the next quarter.”

Setbacks are inevitable in business, but a proactive and action-oriented response can build confidence in your leadership abilities. This strategy also helps diffuse negative reactions and reassures collaborators you can control the situation.

Related: Tips for Dealing With Challenges in the Workplace

Why is managing up important?

Because managing up helps align your practices with the needs and goals of the company and its collaborators, it can help you build a higher-performing team. This strategy can make it easier to direct employees and deliver valuable results, which benefits the business and the bottom line. Helping raise your company’s value can also benefit your equity.

If you answer to a board of directors or investors, managing up can build stronger working relationships. It helps streamline communication and ensures everyone works toward the same objectives. Consistently delivering valuable results also helps collaborators recognize your skills and talents.

Mutual benefits of managing up

Managing up is a two-way street. If you work hard to deliver quality work and organizational improvements, you should receive benefits in return. As the company owner, this could include higher profits and income.

When you’re managing up with other company leaders, investors or a board of directors, they might not notice or acknowledge your efforts. In this case, it can be helpful to highlight your successes.

FAQs about managing up

Can managing up be done through genuine interactions with collaborators?

A common misconception about managing up is that it’s a form of false helpfulness used for self-interest, but this shouldn’t be the case. The goal is to benefit yourself while also supporting the company, collaborators and team members. This relationship is generally positive and beneficial for all involved.

Related: Want to Be More Effective? Try Managing Up

Should I push the team to over-perform?

Managing up often requires extra effort from everyone in the company. However, encouraging a higher level of performance should be done in a healthy, balanced way. You should motivate employees to work hard for their own benefit.

How can I encourage better results from employees?

If you’re a high-level manager or a business owner, build a culture of recognition. Praise employees who perform well and teams that deliver above-average results. Encourage this behavior from other company leaders, and help them understand that mutual support benefits the company.

Related: How to Use Recognition and Rewards to Motivate Employees