In the dynamic, matrixed organizations of 2025, mid-level managers aren’t just tasked with leading teams—they also need to influence and align with those above them. This practice, known as managing up, is a critical leadership skill that enables smoother workflows, stronger relationships, and upward career momentum.
Whether you report to a C-suite executive, a regional director, or multiple senior leaders, mastering the art of managing up will help you become a more strategic, effective, and trusted leader.
What Is Managing Up?
Managing up refers to the proactive effort to build a productive relationship with your boss by understanding their needs, preferences, and priorities—and working in ways that support their success and the organization’s goals.
It’s not about flattery or manipulation. It’s about:
- Communicating clearly
- Anticipating needs
- Solving problems
- Building trust
- Creating alignment
Done well, managing up strengthens collaboration, enhances visibility, and helps mid-level managers become indispensable assets.
Why Managing Up Matters for Mid-Level Managers
Mid-level leaders are uniquely positioned between senior decision-makers and frontline teams. Managing up helps bridge this gap by:
| Benefit | Impact |
|---|---|
| Clearer strategic alignment | You connect your team’s work to executive priorities |
| Better resource access | Leaders who trust you advocate for your needs |
| Career advancement | Strong visibility with leadership opens doors |
| Reduced friction | Fewer misunderstandings and surprises |
| Increased autonomy | Leaders give more space to those who earn confidence |
Top Managing Up Strategies for Mid-Level Managers
✅ 1. Understand Your Boss’s Goals and Pressures
Start by asking:
- What are their top three priorities this quarter?
- What metrics are they being held accountable for?
- What keeps them up at night?
Pro Tip: Read their recent presentations, listen in on executive meetings, or schedule a 1:1 to ask directly. When you align your team’s efforts with these priorities, you become a strategic partner.
✅ 2. Adapt to Their Communication Style
Some leaders want daily updates via Slack, others prefer weekly summaries in email or dashboards. Some want concise headlines, while others value deep analysis.
Tips:
- Ask: “How do you prefer updates and frequency?”
- Mirror their preferred tone (e.g., data-driven, empathetic, concise)
- Use bullet points and visuals for clarity
Being easy to manage makes you more trusted and respected.
✅ 3. Provide Solutions—Not Just Problems
Executives are bombarded with challenges. Stand out by being the person who brings options, not just issues.
Try this format:
- “Here’s the issue we’re seeing…”
- “I’ve explored a few options, and I recommend option B because…”
- “I’m happy to implement it and report back next week.”
This positions you as resourceful, thoughtful, and confident.
✅ 4. Stay Ahead of the Curve
Anticipate your leader’s questions or concerns before they’re voiced. Think:
- “What will they ask in our next meeting?”
- “What risk might they see in this plan?”
- “Can I preempt confusion with a quick summary or dashboard?”
Anticipation signals strategic thinking and saves them time.
✅ 5. Give Regular, Relevant Updates
Keep your leader in the loop on:
- Team wins
- Emerging risks
- Project progress
- Key metrics
But don’t overwhelm them. Use a weekly highlights report or a shared dashboard that includes:
- Green/yellow/red project status
- Blockers and next steps
- Quick wins worth celebrating
✅ 6. Manage Expectations Transparently
If timelines are shifting or challenges are emerging, communicate early—not after the fact.
Say:
“Here’s what’s changed, why it happened, and what we’re doing to fix it. I’ll follow up by Thursday with progress.”
This builds trust and shows you’re in control.
✅ 7. Clarify Ambiguity and Seek Feedback
If you’re unclear on direction or priorities, ask for clarity upfront.
Examples:
- “Between these two projects, which is more urgent from your view?”
- “How would you define success on this initiative?”
- “Would you prefer I loop you in early or wait until it’s further along?”
Request feedback often—leaders appreciate those who want to grow.
✅ 8. Respect Their Time and Energy
Be concise. Be prepared. Avoid over-communicating or bringing minor issues to executive levels.
Tips:
- Use agendas for 1:1s
- Bundle non-urgent issues
- Start with the headline, then offer detail if asked
✅ 9. Build Credibility Through Consistency
Nothing builds trust faster than:
- Meeting deadlines
- Following through on promises
- Owning mistakes and fixing them quickly
Consistent performance = earned autonomy.
✅ 10. Humanize the Relationship
Senior leaders are people too. Be professional, but also:
- Show appreciation
- Be curious about their journey
- Celebrate team successes together
A strong working relationship goes beyond project updates—it’s built on respect, trust, and shared wins.
Tools That Support Managing Up
| Tool | Use |
|---|---|
| Notion / OneNote | Keep shared notes or team updates |
| Loom / Vidyard | Send visual updates for quick executive review |
| Asana / ClickUp | Share project status without needing constant meetings |
| Slack / Microsoft Teams | Maintain alignment with quick messages and check-ins |
| Lattice / 15Five | Share performance metrics and goals alignment |
Common Pitfalls to Avoid
| Pitfall | Solution |
|---|---|
| Overcommunicating irrelevant details | Filter what matters to them |
| Being reactive, not proactive | Stay one step ahead |
| Avoiding tough conversations | Be candid and solutions-focused |
| Trying to “win” instead of align | Focus on shared success |
| Taking feedback personally | Use it as a growth tool |
Final Thoughts
Managing up isn’t manipulation—it’s a leadership strategy grounded in empathy, communication, and alignment. For mid-level managers in 2025, this skill is essential for driving results, gaining executive trust, and advancing your career.
By understanding your boss’s world, delivering consistent value, and communicating effectively, you become more than a direct report—you become a strategic ally.