What is 'Management Up'? Why do people in the workplace need to learn to 'manage up'?
As a migrant worker, Weiyu would like to ask, have you encountered the following situations in your workplace?
The leaders clearly formulated monthly departmental plans at the beginning of the month and confirmed their implementation with everyone, but near the middle of the month, the leaders' plans changed;
It was only during the meeting that the leader informed everyone about the key points of project planning. After you handed in the plan according to the focus of the leader, the focus of the leader changed;
It is obvious that you are advancing the project plan according to the plan, and suddenly the leader has a flash of inspiration, and you have to come up with a new plan.
These problems seem to be caused by the change of leadership, but we can only admit that we are unlucky, who made us just ordinary workers in the workplace!
In fact, we should reflect on ourselves. Do you manage your leadership with heart and master the skills of "upward management" at work?
- What is "upward management"? ================================
The essence of the so-called upward management is to achieve a common organizational goal, and quickly help leaders make relatively correct decisions when their ideas are confused.
Those who survive in the workplace are often not the most capable, but the most adaptable.
In traditional workplace thinking, superiors are the ones who exert pressure and influence, while ordinary workplace people are just the executors of tasks. In fact, more often the superiors are also influenced and guided by us.
Therefore, whether it is downward management or upward management, it is essentially to serve the goals of the organization. Not confined to the traditional fixed roles of superiors and subordinates, everyone can work to be the key to changing the state of the organization.
- The general misunderstanding of "upward management" in the workplace. =========================================================================
Drucker has a point of view in "Effective Managers": in order to be effective at work, it is the key to discover and give play to the advantages of leadership; in work, an excellent employee must learn to manage in addition to doing his job well own leadership.
Drucker's view is different from our traditional perception.
Weiyu also asked different colleagues many times during employee performance interviews: Who are you responsible for? Who are you managing? Almost all colleagues believe that: responsibility is upward, management is downward, in fact, this answer is very one-sided.
Who are you responsible for in the workplace? Who are you managing? It has always been a question that seems to be clear, but is actually ambiguous. Most people in the workplace think that this is a common-sense problem and that there is no need to delve into it.
However, Weiyu Workplace believes that if you don’t understand the underlying logic of the problem, it will be difficult to break through the bottleneck period of your career.
The traditional management concept has always been a top-down management method. How can there be a subordinate management leader? However, both leaders and subordinates are ordinary workers in the workplace, but their ranks are different.
This kind of management philosophy leads to managers' cognitive biases in their own responsibilities and obligations; inability to coordinate the relationship between management results and employee performance; not to mention what kind of employee feedback is normal; and how managers should deal with complex and complex changing workplace environment.
Weiyu Workplace suggests that everyone should revise our management philosophy in time:
First of all, everyone is a manager and a manager, and everyone can influence others or be influenced by others;
Secondly, it is necessary to establish a sense of upward management and downward responsibility;
Finally, in the process of upward management, each workplace person should not only be a questioner, but also a qualified participant and decision maker.
This requires us to communicate with the solution, check the gaps and fill the gap between the thinking collision with the leader, and improve the plan, instead of working, rectifying deviations, and even guessing the leader's ideas, which has evolved into "passing the horse", "overtaking the place" and "" Unfounded worries".
- Why "manage up"? ====================
(1) Realize self-value appreciation.
In the workplace, some leaders belong to the "auditory type" and like to communicate face-to-face; We need to choose different communication methods according to different leadership styles in order to manage upwards more efficiently.
For newcomers in the workplace, learning to "manage up" will not only allow you to survive in the workplace, but also allow you to make rapid progress and increase in value.
(2) Obtain more organizational resources.
In general, leaders have richer network resources, social resources and work experience than we do.
Through active and effective upward management, we can obtain more organizational resources and help support from leaders, thereby reducing our waste of more time and energy, and accumulating professional resources while efficiently achieving work goals.
(3) Promote career development.
In the relationship with the leader, we, as subordinates, also bear half the responsibility.
why?
Because the leader is not only your subordinate, he has more people and things to pay attention to. At this time, learning to manage upwards is an essential skill for modern workplace development.
In the short term, by managing upwards, we can ensure a positive working relationship with our leaders; in the long term, by managing upwards, we can make our careers go smoothly.
(4) Achieve a win-win situation for leadership and yourself.
In the workplace, the relationship between us and leaders is, in essence, a cooperative relationship. Through effective upward management, we can communicate more smoothly with our leaders, master more comprehensive information resources, and achieve organizational goals efficiently.
At the same time, in the process of upward management, leaders can control the overall progress of the project, correct errors in a timely manner, and provide guidance and assistance to our work to make our career smoother.
In the process of adapting to each other, the team atmosphere will be more harmonious, so as to achieve a win-win situation of cooperation.
Through upward management, what is gained is a win-win outcome in the workplace, and what is improved is the pattern of life thinking.