Have you ever thought about your relationship with your manager? This relationship is often the catalyst that defines your work experience and job satisfaction. Are you micro-managed or does your manager fire-and-forget? Or somewhere in between? This is a relationship that you want to take by the reins and lead, instead of letting it sitting back and allowing it to fester. The ultimate employee/manager relationship that you should strive for is more of a partnership where you and your manager work together to accomplish your mutual goals. In this article, we will discuss strategies you can use to do this.
We’ve all heard of micro-management, a relationship in which a manager tells a worker exactly what is expected and verifies that the result meets the requirement. People in this situation often feel like minions or peons who really have no control over their environment and are not fully trusted to do their jobs properly. In certain circumstances and with certain people, this is a required mindset. It requires very little responsibility from the employee’s end and the manager knows exactly what is being delivered. For an entry-level job or for a new hire, this may be considered good practice as it very clearly spells out the expectations while the employee and manager both have an opportunity to learn how the other one works. However, if this situation continues for too long, there is most likely a problem.
At the other end of the spectrum, we have what is known as fire and forget. The manager tells an employee about something that needs to be done, with a deadline, and is certain that by the deadline the work will be done satisfactorily. These employees are highly capable, and know what to do and who to approach if there are any obstacles in their way. This can work both when the worker is “standalone” and will accomplish the entire task, or when the worker is a team lead and will work with the other teammates to get the job done. Obviously, there is often conversation and clarifications during the process, but the manager will be notified if there are any serious problems encountered. The employee is highly trusted and valued employee and will often have a much higher ability to influence and impact.
So how can you move from a work experience where you feel like a cog in a wheel to one in which you feel like you own your career?
The first thing to do is to put yourself in your manager’s shoes and understand their perspective. Employees are generally judged by the work that they do. It is (or should be) relatively easy to know if you are meeting expectations based on the the product of your own hands. Managers, on the other hand, are judged by the work of other people. A manager who is not comfortable being judged by your work, will not enable you to operate in an independent fashion.
As you prove yourself capable, you should see less and less micro-management. If this doesn’t happen, be direct and open a conversation with your manager. Learn the business and job functions and see where there is room for more independence and ability to impact. Explain that you feel that the position is going well, you like the job and see a future for yourself and that you would like added responsibilities. Make a suggestion as to what those added responsibilities are - whether it is gathering requirements for upcoming tasks, developing an implementation plan, being responsible for delivery or any other stage in the process. As you build the relationship with your manager, you should look for opportunities to expand your role. The more you learn about the functioning of your manager’s group the more you can work to help move in the right direction. As your manager sees that you can be trusted to do what is expected and are working in the entire group’s interest, you will get more and more responsibility.
When your goals are fully aligned with your manager’s and you have become a trusted employee, you have achieved a partnership. The manager should be responsible for the functioning of the team as a whole, while you can be responsible for the specific implementation of that functionality. A manager can have multiple employee/partners on the team, each with their own areas of responsibility. At this level, you should have gained job satisfaction, as well as being able to work with your team as a well-oiled machine..
Will this always work? No. Not every manager is a good manager. If you feel that your manager is not enabling you to own the relationship and to grow in your position, it may be worthwhile to start looking for a new position.
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