“Managing up” is a concept that is often suggested as a way for employees to bridge gaps between their own role and the role of their manager to ensure everything runs smoothly. Some might imagine that managing up is only necessary when dealing with a leader who is micromanaging, insisting on employees working overtime or providing confusing feedback. Others believe managing up unfairly places the onus on the employee to do their boss’s job of assessing their performance and noting areas in need of improvement—essentially, reading the manager’s mind.
In reality, managing up won’t help correct issues involving poor management. The ability to manage up depends on having a good manager to begin with—one whose style and behavior can be leveraged by employees to help them excel in their roles while simultaneously making the manager’s job easier. Below, 14 members of Forbes Coaches Council explain what managing up means to them and how embracing it (or not) can impact a professional’s career in both positive and negative ways.
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