Research conducted by Florida International University’s College of Business (FIU Business) indicates that one effective method of cultivating trust, loyalty, and improved outcomes in the workplace involves employees developing the skill of managing their bosses.
The study suggests that engaging in “managing your boss” (MYB) correlates with establishing a stronger working rapport with supervisors, subsequently resulting in managers assigning better performance ratings to their employees.
The MYB approach revolves around employees proactively taking charge of their relationship with their managers. This entails comprehending their boss’ objectives, requirements, and work preferences, and subsequently aligning their job priorities and behaviors accordingly.
“Our conceptualization of ‘managing your boss’ recognizes that employees can feel empowered to take action to establish a good relationship and to make the relationship operate smoothly,” the researchers explain. “Employees can be proactive by making an effort to understand their manager’s priorities and style; adapting themselves so they are in sync with their boss.”
Managing your boss
The concept of “managing your boss” has received limited attention until now, with little effort made to define and measure its impact. In response, a team of researchers has developed a theoretical model that explores the significance of managing your boss within organizations, examining why, how, and when it matters.
To test their theory, the researchers conducted four studies involving a total of 1,313 respondents. Their aim was to establish a comprehensive MYB scale that could be utilized for measurement purposes. In one study, a matched sample of 200 employees and managers participated, with employees rating behaviors such as MYB, job routinization, and laissez-faire leadership, while managers assessed employee job performance.
The researchers emphasize the importance of MYB due to the changing nature of the workforce, where managers often find themselves juggling multiple responsibilities and facing time constraints. Consequently, employees may feel disconnected from evolving expectations. However, by proactively understanding their manager’s goals, plans, priorities, and weaknesses, employees can adapt their actions to align with their manager’s expectations.
Unstructured environment
Furthermore, the findings suggest that MYB plays a particularly crucial role in unstructured work environments. These are characterized by jobs that lack standardization and feature a dearth of leadership from managers who fail to provide direction or feedback. This insight offers guidance to companies, indicating when investments of time and effort in coaching employees on MYB are necessary and likely to yield higher returns.
Overall, the research sheds light on the significance of managing your boss within organizations. By developing a theoretical model and employing empirical studies, the researchers have provided valuable insights that can inform strategies for fostering effective relationships between employees and their managers, ultimately leading to improved organizational outcomes.
“If the job is clearly specified—for example travel expense management—and there isn’t much deviation, MYB may not be as valuable,” the authors conclude. “If it’s more creative, with changing dynamic proactive roles, the employee initiative matters more and so does the ability to craft the job to be in sync with the manager.”
