Imagine you knew exactly what your manager wants to hear when you spoke to them. What difference would that make to your job?
I’m not talking about giving them good news all the time. I’m talking about knowing what information they actually need from you in a specific situation.
Think about how much easier it would be to prepare for conversations about problems, requests, status updates, or new ideas if you knew what your manager wants to hear.
All too often, we spend time … a LOT of time … preparing documents and slide decks filled with background information, supporting evidence, and detailed explanations. Then we spend even more time walking our managers through everything we’ve prepared.
The conversation gets bogged down in detail, the meeting runs out of time, and sometimes we don’t even get the decision we needed. And the most frustrating part is that much of that preparation might have been unnecessary.
We often assume we know what our managers want, or that providing more information is safer than providing less. Those assumptions are usually not accurate and can lead to hours of unnecessary work. Imagine not needing a 19-page document to justify the one-day overrun on your task.
So how do you find out what your manager wants to hear?
Luckily, this doesn’t require mind-reading skills or sneaking into their office to read their diary. There’s a really simple way.
Ask them.
If you’re thinking, “Gee, thanks, Captain Obvious,” I understand. It is obvious. But when was the last time you actually did it?
If you haven’t had this conversation with your manager, make it a topic for your next 1:1, or ask for 15 minutes to discuss it.
Ask what information they need from you in specific situations. For example:
- Status updates: Do you want to hear about everything that’s on target, or just the exceptions and risks?
- Reporting problems: Do you want to know as soon as I spot a potential problem, or once it is very likely to happen and I’ve assessed its impact?
- Making requests: What information do you need before you can approve something?
- Suggesting ideas: Would you prefer an initial concept or a developed recommendation with costs and benefits?
Of course, you still need to use your judgment and raise important information they might not think to ask for in this initial conversation. But understanding their general expectations gives you a much better starting point for preparing your messages.
People rarely need as much information as we think they do and every time I’ve had these conversations, my preparation has become quicker and easier.
Fifteen minutes spent understanding what your manager needs could save you hours of preparation over the coming months. That’s a pretty good return on a 15-minute conversation.
P.S. And, as a bonus, asking these questions shows your manager you’re making an effort to communicate clearly and respect their time. That’s a great characteristic to be known for.