If you’re leading a team, you’ve probably felt the pressure from both sides. On one hand, leadership wants results faster delivery, ambitious goals, tighter budgets. On the other hand, your team is looking to you for support, clarity, and protection from that very pressure. So how do you balance both?

This is where managing up comes in. It’s about building a strong relationship with leadership while keeping your team happy, productive, and engaged. It sounds simple, but it’s not always easy.

What Is “Managing Up” Anyway?

Managing up isn’t about being a “yes person” or trying to impress your boss. It’s about:

• Understanding your leadership’s priorities.
• Communicating your team’s reality.
• Acting as a bridge to align both sides.

It’s the skill of translating big-picture goals into actionable steps without overloading your team.

📖 Example

When leadership announced an aggressive deadline for a new app feature: “It has to ship in 6 weeks.”

I knew my team was already stretched thin after our last release. Instead of just passing down the deadline, I sat down with my manager and explained:

• What the team had on their plate.
• Why the 6-week timeline could lead to burnout and bugs.
• Suggested a phased release: “We can deliver core functionality in 6 weeks, then ship additional features in phase two.”

Leadership agreed. The team felt heard and had a clear, achievable plan. In the end, the phased approach actually sped up development because morale stayed high and we avoided rework.

That experience taught me that managing up isn’t about saying no, it’s about finding a way forward that works for everyone.

💡 Tips for Managing Up (Without Losing Your Team)

1. Translate Leadership Goals Into Team Language

Instead of just relaying directives, help your team understand why they matter. When people see how their work fits into the bigger picture, they’re more likely to buy in.

2. Set Realistic Expectations

If a timeline feels impossible, speak up. Frame it as: “Here’s what we can realistically deliver in that timeframe, and here’s what would require more time or resources.”

3. Advocate for Your Team

Celebrate wins with leadership so they see your team’s value. At the same time, share challenges openly to set realistic expectations.

4. Build Trust on Both Sides

Your team needs to trust that you’ve got their back. Leadership needs to trust that you’ll raise issues early and propose solutions.

5. Escalate Smartly

Don’t wait for a crisis. If something’s blocking your team, flag it early with a clear plan of action.

Why It Matters

Managing up effectively means:

• Leadership sees you as a strategic partner, not just a messenger.
• Your team stays motivated and avoids burnout.
• Projects are smoother, with fewer last-minute surprises.

Think of it like this: you’re the air traffic controller keeping planes (your team and leadership) from colliding.

Your Turn

What’s one time you had to manage up? How did you balance leadership’s expectations with your team’s needs?

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#Leadership #Management #Teamwork #SoftSkills #CareerGrowth