Most of us have to deal with a manager or senior at work, but what if you have more people to manage up towards, including board members, shareholders or executives? Here are some tips when you want to open up that two way street that is Managing Upwards.

Knowing your own role

This seems fairly obvious, but where do you stand in the food chain? Who is your priority in managing upwards, and who needs to be kept informed? If you miss out a key person, they may take it personally. Always make sure you know who should be hearing what, especially when it comes to the data protection act, confidentiality, and things within the company (for example, impending redundancies) that need to be managed with a select group of people.

Analyse the current situation

What is currently working when you manage upwards? Do you have a good relationship with your seniors? Can you manage them if you have to make a presentation, do a report or chair a meeting? If you've had problems in the past with those above you, then seek to resolve them now or they will only escalate and cause problems in the future. If you've had a run-in with a more senior member of staff, it may mean swallowing your pride and forging ahead with peace - to keep your job, and your position secure as someone who is easy to work with.

Share Priorities

In business, if more senior managers aren't entirely aware what the grassroots priorities are (or vice versa), then how can a business strategy be followed? Decisions could be made for the company without key information. A good example of this is when a senior manager sets a deadline for delivery without checking, realistically, how long the team who work under him or her need to complete it. Be open, share priorities, and you can manage upwards and meet expectations better.

This also comes into play when clarifying expectations - if your manager or senior is expecting too much of you, it's all right to say so in a tactful way. If done properly, you will appear to be knowledgeable about your side of the business and wanting to help, rather than saying "sorry, I can't do this" - which is a lot more obstructive.

Give and receive feedback often

Even if you're not working on a project where you have to manage upwards right now, it may be an idea to have a regular meeting (perhaps monthly) with the managers you most often have to report to. This keeps you both in the loop on the status of the business at all levels, and avoids breakdowns in communication. Give feedback, and don't be afraid to give negative feedback - if it's constructive, no boss will chastise you for it, rather, they should welcome it as an improvement to the business.

Managing upwards can be difficult sometimes, but with these key elements in place, you can confidently manage those above you - after all, one day - you might be in their position, so best to learn these skills now.