Workforce trends for 2023 are primarily focused on employee burnout and lower job satisfaction, with trends such as quiet retirement, “bare Mondays” and the “boredom” that took TikTok by storm. This can be seen in the trends.
But with the recent viral career trend of “managing up,” the focus seems to be shifting.
Three employment experts weigh in on how this latest trend is impacting employees, managers, and corporate culture in the United States, and what employees need to know.
What exactly is “Management Up” and why is it becoming more popular?
“Managing up” has long been a concept in the world of work and refers to intentionally building meaningful relationships with superiors and upper management within organizational structures.
Beth Radtke, vice president and chief human resources officer at Ketjen, a Houston-based global specialty chemicals company, says, “When employees are better 'managed,' their overall efficiency increases, which in turn increases their ability to be better “managed'' by their managers and the organization. It can bring great value.” Texas.
How can workers practice “management”?
Experts say understanding a manager's leadership and communication style is a good starting point.
“Employees can benefit from asking their managers directly about their leadership style and communication methods,” Radtke suggested.
“Think of this as an operating manual for managers,” she said. “When employees have this information, whether it's in-person meetings or weekly catch-up emails, they can tailor their approach to compile information that is easy for managers to understand.”
As a result, employees know more detailed expectations, such as how often managers expect updates and when to escalate potential issues. at workshe said.
“If employees know this important information, they can provide managers with exactly what they need, so managers don't have to worry about getting frustrated with too many updates or, conversely, keep employees informed about the status of projects on a regular basis. “We no longer feel like we have to follow up with our employees,” he says. Latke.
How does the relationship between employee and manager develop?
Experts assert that management includes a genuine goal of fostering strong relationships in the workplace, and that employee intentions are almost always good.
“It's important to remember that running a business well is not about excessive flattery, manipulation, circumvention of managers or passing on responsibilities,” Radke told FOX Business.
Rather, “management is built on the relationship between employees and managers and begins with employees understanding what is expected of them.”
She added: “More than that, it's an important workplace relationship built on mutual trust and respect, where employees feel safe to demonstrate transparency, courage and humility.”
Why are good working relationships based on mutual respect so important?
Lou Dooley, human resources knowledge advisor at the Society for Human Resource Management (shrm.org) in Alexandria, Virginia, says respectful relationships generally foster open, honest, and clear communication.
“When people feel respected, whether by a manager or not, in my experience they are much less likely to remain silent about important matters and more likely to express their ideas and concerns freely. and, as a result, more effective collaboration,” Dooley said.
“Respect is fundamental to building trust, and trust is critical to any healthy relationship, especially a working relationship,” he said.
Moreover, when people respect each other, they are less likely to have instinctive disagreements and are more likely to approach reconciliation with a mindset of compromise rather than escalating tensions, he noted.
“Basic respect is the foundation of a supportive environment,” Dooley said.
What is the difference between siphoning and managing?
Inhalation has a negative connotation, Dooley said.
In contrast, “management refers to a different set of tried-and-true workplace behaviors,” he said.
According to Dooley, “turning your nose down” or “turning your nose down” generally means being a so-called “yes” person, agreeing with everything your manager thinks, says, and does in a special way. It is said to be an attempt to gain unwarranted praise.
“Those actions are dishonest and selfish,” he said.
In contrast, experts say increasing control can benefit both employees and managers in valuable ways.
Vanessa Mathis McCready, associate general counsel and vice president of human resources services at Engage PEO, based in New York City, says, “Improving management means taking a straightforward approach to achieving the best results for your organization. It’s about supporting managers with feedback.”
For example, if a manager is about to make a mistake that hurts the company, poorly managed employees may automatically say, “That's a great idea,” she said.
But a true partner who is well-run and has the company's best interests in mind will respectfully share concerns about any negative impacts. That gives managers the opportunity to change course if needed, she suggested.
“Resilience requires good communication, empathy and understanding,” Mathis-McCready said.
“It's beneficial for both employees and managers.”
She goes on to say, “With Managing Up, employees learn and anticipate their managers' needs and priorities. They then use this knowledge to solve problems and achieve mutual goals, helping managers improve the company's We will help you achieve your goals.”
