What To Do If You Don’t Mesh Well With Your Manager

This clip discusses the importance of manager-report alignment, especially around communication preferences and expectations. A common failure mode arises when managers assume their team members operate and think the same way they do, without checking for alignment.

• Reciprocity can backfire without context: Managers often expect others to operate as they did when they were individual contributors—such as sending frequent updates—without recognizing that not everyone shares the same style or comfort level.
• Avoiding mislabeling of behavior: What feels like diligence to one person (e.g., weekly updates) might feel like micromanagement to another. This mismatch can create tension or disengagement if not addressed.
• Meta conversations build alignment: Discussing communication styles, feedback preferences, career goals, and working habits helps avoid misunderstandings. These conversations create a shared context for more effective collaboration.
• Feedback delivery should be customized: Some individuals prefer written feedback over verbal critiques. Adapting delivery style to the recipient’s comfort increases the chance that the feedback is received productively.
• Mutual respect strengthens manager-report relationships: Respecting differences in working style and proactively aligning on expectations can prevent unnecessary friction and improve team dynamics.