How to Deal with Managers at Work !!
How to Deal with Managers at Work
The Employer
Many employees face difficulties at work and feel uncomfortable dealing with their managers. This discomfort often comes from not fully understanding the manager’s personality, seeing them as the sole authority, or from a lack of confidence on the employee’s side. Dealing with a manager at work is very different from dealing with a school or university supervisor. Professional life has its own dynamics, where individuals strive to prove themselves and achieve career ambitions.
Studies show that many people change between seven to ten jobs early in their careers, and in most cases, the reason is not the job itself, but the inability to adapt to or deal effectively with a new manager.
Many employees, especially young professionals entering the job market for the first time, feel oppressed at work. They often believe they deserve better treatment, even when their manager’s behavior is actually reasonable. This attitude is sometimes linked to the rebellious nature of youth, which can lead to frequent disagreements between employees and their managers. However, once an employee understands their manager’s personality and motives, many of these problems fade, and work life becomes much more flexible.
Types of Managers and How to Deal with Them
Dealing with a manager can be a real challenge that tests whether an employee will succeed or fail. Before judging a manager’s behavior, it is important to understand the reasons behind it. In many cases, pressure and responsibility drive managers to act in certain ways. Always assume that their behavior is not personal, but rather a response to stress and workload. That said, if behavior crosses into disrespect or hostility unrelated to work demands, it should not be ignored, and seeking advice from trusted colleagues can help in finding solutions.
It is also essential to manage your own negative emotions, regardless of the manager’s behavior. Avoid confrontation or a win-lose mindset. Once you understand the manager’s behavior and adjust your own reactions, many problems can be resolved. To do this effectively, you need to recognize different management styles.
The Manager Who Assigns Tasks Outside Your Role
This type of manager can be seen in two ways. Positively, they may be preparing you for greater responsibility, training you for promotion, or relying on you during their absence. Negatively, they may simply be filling your time with extra work.
In the first case, take it as an opportunity to prove your competence. In the second, if tasks clearly fall outside your role and you are uncomfortable with them, request a brief meeting to clarify expectations and responsibilities.
The Manager Who Does Not Listen
Some managers give instructions without listening to employees’ opinions. Communication feels one-sided, and discussions seem pointless. This often stems from overconfidence or fear of exposing managerial mistakes.
When presenting ideas to such a manager, keep three things in mind:
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Make sure the topic is directly related to your work.
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Choose the right time.
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Use the right approach.
Prepare your argument well and present it confidently, respectfully, and logically. When done correctly, even a non-listening manager may become more receptive.
The Liberal Manager
This manager believes their role is to create a supportive environment that encourages initiative and creativity. They focus on general guidance and delegate authority. This is one of the best types of managers.
To gain their trust:
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Discuss decisions openly.
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Provide complete and accurate information.
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Show high morale and future-oriented thinking.
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Talk about performance improvement and successful companies.
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Build a human connection through casual, respectful conversations.
The Procrastinating Manager
This manager delays decisions and constantly finds excuses, whether for leave requests or salary increases. The best approach is patience, persistence, and polite follow-up. If all attempts fail, ask directly what can be done or escalate the request through proper channels.
The Hot-Tempered Manager
Work pressure often leads managers to anger. Avoid triggering their temper. If they become angry, remain calm, listen carefully, and wait until they finish. Then explain calmly. A calm response often extinguishes anger and may even lead to an apology.
The Democratic Manager
This manager values independent personalities and involves employees in decisions. Always share your opinion, whether you agree or disagree. This honesty earns respect.
The Manager Who Loves Praise
Some managers crave recognition and appreciation. Offer sincere praise and respect without exaggeration or flattery. Be honest and balanced, and they will appreciate your professionalism.
The Manager Influenced by Others
This manager listens too much to others and may lack confidence. However, they usually recognize honest and dedicated employees. Your integrity and performance will speak louder than rumors.
The Kind Manager
This manager sees the positive side of life and is willing to sacrifice for others. Be cautious when opposing their decisions. Support their goals when they align with yours and maintain a close, respectful relationship.
The Conservative Manager
This manager avoids risk and dislikes experimentation. Speak in numbers, guarantees, and facts. Show readiness to take responsibility, as they often fear risking their position.
The Reckless Manager
This manager acts quickly without considering consequences. Build a friendly relationship, avoid challenging decisions during emotional moments, and discuss concerns calmly after they settle.
The Sensitive Manager
This manager fears criticism and mockery. Praise their efforts when deserved and communicate gently. Over time, they may see you as a trusted ally.
The Dreamer Manager
This manager lives in ambitions and ignores reality. Encourage their vision, stay positive, and suggest development ideas without focusing too much on negatives.
General Guidelines
Always respect your manager’s time. Present issues clearly and all at once. Accept feedback calmly. To ask for a raise or promotion, present concrete achievements and additional responsibilities professionally, without comparisons or emotional arguments.
Avoid incorrect approaches such as complaining about financial needs or comparing yourself to colleagues, as this creates unnecessary conflict.
How to Present Suggestions to Your Manager
Discuss issues respectfully. Successful discussions reveal facts, not conflicts. Treat criticism as valuable information for improvement. Speak as a partner in the company’s growth, not as a victim.
Prepare your points in advance, respect professional boundaries, and communicate clearly. If criticism is unfair, manage the discussion calmly rather than confronting aggressively. Separate personal ego from professional responsibility.
Avoiding Punishment at Work
Be diplomatic, especially with easily angered managers. Control your emotions and manage stress wisely. If tension escalates, it is sometimes best to step away until emotions settle.
Your manager is human and may not always recognize your efforts. But remember that there is a higher authority who sees everything. Work with integrity and dedication. When you aim to please God through honest work, building a healthy relationship with your manager becomes much easier.
