Key Points at a Glance

• A good working relationship with a manager is built on open communication, trust, and clear expectations.
• Misunderstandings can often be avoided if concerns are addressed early on and openly.
• Different work and leadership styles are part of everyday professional life and require mutual adaptation.
• Regular communication provides guidance and can facilitate collaboration.
• Conflicts or dissatisfaction should be addressed as early as possible, before they become entrenched.

The relationship with one’s manager has a major impact on day-to-day work. It can boost motivation, provide direction, and facilitate teamwork. At the same time, differing expectations, varying work styles, and difficult conversations are all part of any professional life.

Not every collaboration goes smoothly from the start. Often, different personalities, communication styles, and ideas about how tasks should be completed or decisions made come into play.

Even if it’s not always possible to influence a manager’s behavior, there are many ways to actively shape the way you work together.

Clarify expectations instead of making assumptions

Many misunderstandings arise not out of malice, but because expectations remain unspoken.

Perhaps you assume that your supervisor provides regular feedback. The manager, on the other hand, expects you to reach out on your own if you have any questions. Such differing perceptions can quickly lead to uncertainty or frustration. That’s why it’s worth discussing expectations openly.

Examples of questions might include:

• How often do we wish for an exchange?
• What information is expected?
• How are priorities set?
• When should I seek help?

Clear agreements provide certainty for both sides.

Communicate openly and respectfully

Not every issue can be resolved on the side. Especially when something is on your mind or you’re feeling uncertain, a face-to-face conversation is often more helpful than spending a long time speculating.

Describe as specifically as possible what the issue is and how a particular situation affects your work. Statements that describe one’s own perceptions often facilitate an objective exchange.

The goal is not to assign blame, but to find solutions together.

Accepting Different Leadership Styles

Every manager sets different priorities. Some managers provide close guidance to their employees and give them frequent feedback. Others work more independently and step in only when necessary. Both approaches can work well—provided that the expectations are clear to everyone involved.

It helps to first get to know the leadership style and consider how collaboration can be successful within that framework.

Two-way feedback

Feedback is an essential part of a good working relationship. They provide guidance, promote professional development, and help clear up misunderstandings early on. It’s just as important to give feedback yourself—in a respectful, specific, and solution-oriented way.

Instead of making accusations, it can be helpful to describe,

• what situation you observed,
• how it affects your work,
• what change you would like to see.

This keeps the conversation constructive and makes it more likely that you’ll be able to work together to find solutions.

Preparing Well for Difficult Conversations

Not every conversation with a manager is easy. You might want to address a heavy workload, question a decision, or resolve a conflict.

Good preparation can help you stay calm and clear-headed. Think it over beforehand:

• What specifically do I want to address?
• What is my goal?
• What examples would help clarify my point?
• What possible solutions can I offer?

With a clear structure, it’s often easier to keep the conversation objective.

When Collaboration Remains Challenging

Not every challenge can be resolved through conversation. Sometimes conflicts or misunderstandings persist despite several attempts to resolve them.

In such situations, it may be helpful to seek additional support—for example, from Human Resources, a trusted advisor, or other resources within the company.

It’s important not to keep your worries to yourself for long periods of time.

In a nutshell

A good working relationship with supervisors doesn’t just happen on its own. It develops through clear communication, shared expectations, and treating one another with respect. Those who address concerns early on, use feedback constructively, and prepare thoroughly for difficult conversations can actively shape the collaboration and prevent misunderstandings.

Your Next Step

Even just a few minutes of reflection can help you apply what you’ve read to your own situation.

Reflect on your collaboration:

• What’s already working well?
• Where would I like more clarity or support?
• What topic would I like to bring up openly in our next conversation?