341
9 Likes

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.