12 Ways to Make Your Boss Love You

Want to improve your relationship with your boss? Becoming the boss’s favorite isn’t about sucking up or manipulation; it’s about knowing how to work with her effectively, and understanding what a manager wants from you. Here are 12 habits that are guaranteed to lead to a better relationship with your boss.

1. Make sure you’re on the same page about expectations. Talk with your manager about your goals and priorities for the year and what success would look like for you, and make sure she agrees. This should include talking about what you won’t be prioritizing as well – an area that often goes unaddressed and ends up causing problems. Often explicitly discussing these topics can bring conflicting assumptions to the surface—and solve them.

2. Pay attention to what kinds of questions your boss asks so you get a better understanding of the types of things she cares about. By paying attention to what your boss asks or seems worried about, you can often draw larger messages about the sorts of things that she’ll care about in the future. For instance, you might notice that your boss always asks about your plan for ensuring the monthly mailing doesn’t get delayed, or how you’re covering X and Y while people are out for the holidays. If you learn to anticipate those things in advance and address them before she has to ask, you’ll be every manager’s dream.

3. Make your boss’s job easy. When your manager assigns you work, repeat back the assignment to her – including your understanding of the outcome she’s looking for, the deadline, and any constraints. For instance, you might say, “So it sounds like we’re looking for a vendor who can get us faster turnaround times, without going up significantly in price, and we need some options by July 10.” You might feel silly at first, but often simply repeating back your understanding of the assignment can stop miscommunications before they start. And from there, stay engaged by checking in with her on an ongoing basis, offering updates, and giving her chances for input.

4. Suggest solutions whenever you can. Sure, you could just bring your boss a problem and say, “What should I do about X?” But you’ll make it easier for both of you if you say, “Here’s the situation with X. I’ve thought about A, B, and C, and I think we should do C because ___. Does that sound right to you?”

5. Take responsibility for mistakes. If a project didn’t go as well as it could have, bring it up before your boss has to. Start a conversation with “In retrospect, I wish I had ___” or “Next time, I’m going to ___.” Your boss will be impressed that you’re thinking this way – plus you’ll be doing part of her job for her.

6. Focus on what you can control, not what you can’t. Inevitably, there will be things about your job or your boss that frustrate you and which you can’t change or control. Rather than focusing on things that you can’t do much about (like a manager who regularly cancels your weekly meeting), think about what you can do (such as saying, “I know you’re really busy, but can I talk to your assistant and get 10 minutes on your calendar?”).

7. Use the communication methods she prefers. If you’re an email person and she prefers talking in person, guess what? Her preferences win. You won’t get anywhere sending long emails to a boss who wants to hash things out face-to-face – and similarly, if your boss favors email, you’ll annoy her if you keep showing up in her doorway to talk. Pay attention to how she communicates, and mirror that back.

8. Speak up when you’re unhappy. If you’re frustrated about something, raise it, talk about the impact, and discuss what could be done differently in the future. Of course, be smart about this: Have this conversation at a time when your boss isn’t swamped or frazzled, and think about your delivery ahead of time, just as you would want her to do if she were raising something sensitive with you.

9. Don’t take things personally. There are going to be times when you have a different point of view than your manager. In these cases, you should advocate for what you believe, and if you think your boss is making a mistake, part of your job is to explain why. But if your boss ultimately picks a different route or sticks to her different opinion, it’s helpful to have reasonably thick skin. Don’t take things personally, and keep your ego out of it. Speaking of which…

10. Listen to feedback with an open mind, and don’t get defensive. It’s fine to disagree, but do it in a non-defensive way. For instance: “I see what you’re saying. The way I was looking at it was ___.”  And remember, you’re not in a courtroom and your manager isn’t looking to you to defend yourself. She’s looking for signs that you’re hearing what she’s saying and taking it into account.

11. Don’t forget that your boss is human. Your boss is human, so there may be times when she is grumpy, frustrated, or stressed out, or when she would appreciate hearing that she handled something well. Plus, realize that in the same way you might have sensitivities about the relationship, she might, too. For instance, if you’re taking on responsibilities that used to be hers, she probably won’t appreciate hearing that they used to be a disaster until you came along, or that you’ve solved all the problems that used to stump her. In other words, be thoughtful.

12. Have your own act together. Stay on top of things, ensure your boss only has to tell you something once, don’t let things fall through the cracks, and generally be someone she can rely on. Often when someone complains that they’re being micromanaged, it can be traced back to problems in this area, and fixing them can fix the micromanagement. You might be surprised how much easier your boss is to work with when you have your act together!














Alison Green

Alison Green writes the popular Ask a Manager blog where she dispenses advice on career, job search, and management issues. She's also the co-author of Managing to Change the World: The Nonprofit Manager's Guide to Getting Results and former chief of staff of a successful nonprofit organization, where she oversaw day-to-day staff management, hiring, firing, and employee development.

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