Managing Your Manager’s Expectations

Your job isn’t just to deliver results—it’s to make sure your manager knows what to expect.

Managing your manager’s expectations isn’t about politics.
It’s about alignment and trust.

When you set clear expectations, you help your boss plan, make decisions, and support you better.
When you don’t, you set both of you up for surprises—and stress.

Why It Matters:

• Culture: Clear expectations create smoother workflows and less friction.

• Performance: Your work gets the support and visibility it needs.

• Trust: Managers trust those who communicate honestly about what’s possible—and what’s not.

What Most Managers Overlook:

They assume their manager knows what’s happening.
But most leaders are juggling too much to read your mind.

When Mary Barra became CEO of GM, she emphasized proactive communication—up, down, and sideways. She wanted no surprises. That mindset set a tone of ownership and accountability at every level.

How to Get It Right:

• Clarify what success looks like from your manager’s perspective.

• Share updates early—especially if timelines or plans change.

• Explain the “why” behind challenges, not just the “what.”

• Ask for feedback on what matters most to them—priorities shift.

Do:
✅ Give updates before you’re asked
✅ Be transparent about risks and blockers
✅ Frame your updates around impact and outcomes

Don’t:
❌ Wait for your boss to come to you
❌ Assume they see your challenges without you saying them
❌ Promise things you can’t deliver just to look good

Managing your manager’s expectations isn’t extra work.
It’s how you make your work matter.