How Micro-Managing UP Can Help You Succeed

I talk to many managers who take pride in the fact that their managers do not know what they do all day. And some say that their manager does not want to know as long as the work gets done.

Leaving your manager in the dark is not a good strategy, and can hurt your career.

Two quick examples:

1. A department leader I was talking with lamented that she did not know what one of her managers did with much of her time. And her manager seemed defensive whenever the she asked about how she was spending her week. This department head had a less-than-stellar opinion of the manager. Was it deserved? Who knows.

2. I have experienced the power of micro-managing up. When I have taken the initiative to provide regular updates - verbally, while on the road, through email, I have found that my manager seems confident and free of worry about my performance. When I have skipped doing this, he/she would periodically ask questions or make assumptions that told me he/she did not have the information he/she needed to make good assumptions (in other words, I shot myself in the foot).

You might be asking - well, Lisa, shouldn't my manager tell me when and how he/she wants an update? Sure, that would be lovely, but do not count on this or wait for this.

You and I have been hired to do a job and we will be well served if we ensure that our managers know what we are doing with our precious company-paid time. It is a responsible, results-oriented thing to do. AND, there is a little self-psychology that plays into this practice because we tend to take care of things so that our updates will look good.

Here's what I recommend:

• Weekly emails with what you are working on and a status of open items. Let you manager know how he/she can best help you get things done. Make requests.
• Check-in calls when traveling, even if just to say "hello" and share how things are going on your business trip.
• Monthly one-on-ones where you share a detailed update.

I know some of you have managers who request this kind of information already, but if you don't, take the initiative to micro-manage up. You will improve your results and the reputation you have with your manager.

Comments

[Wally Bock]

Dead on, Lisa. You suggest not waiting to find out how/when your boss wants to be briefed. I agree, and I think one thing you should do is ask. Ask about frequency, medium, and level of detail.

[JoAnn Corley]

Lisa, this is an ESSENTIAL career management tip! As a management and career coach I can't tell you the number of stories I've heard of people getting blindsided with an unfavorable review or even being fired. If a company does not have an effective performance management system in place, then when review time comes, the assessment will more likely be filled with perception vs. truth. I call that the "black hole" of performance. In the spirit of the "Me, Inc." mindset coined by Tom Peters, it's imperative to actively manage not only the tangible results, but the perception as well.

[lisa haneberg]

Thanks Wally, I agree that the power of asking-up cannot be over emplhasized.

JoAnn - I have seen managers get blind-sided too, and this is a tragedy. Often, the leader is to busy or cowardly to give effective feedback, but this does not make it OK to abdicate our responsibilities to effectively feedback-up (solicit feedback from your leader).

How can start this work please tell me