Dealing with a hands-off boss

Take initiative to present them with solutions to problems, writes Tania Ngima

Managers, like employees have different styles of working. While some may be comfortable finding out all the details of the project and knowing how you have planned your day or week, others tend to be more hands off and only give guidance when specifically asked to.

One of the most important things you can do for your career and your work life is to establish a comfortable rapport with your boss. Being able to anticipate what they want before they ask will give you an edge over any other eligible applicants for the position, however, circumstances may change. Obviously, if you have a manager who tends to be a bit distant, the initiative to establish a good working relationship needs to come from you.

Solutions not problems

Your boss may be hands-off because she is extremely busy and involved in many facets of the organisation. Whatever the reason, avoid talking to them about problems and instead put yourself in their shoes. If they do not have much time to spare, the last thing they want is to solve your problems in addition to theirs. You will get more value by presenting them with problems and solutions as well as the best options available. The key in discussions is also being able to craft the best questions possible.

Even where an anticipated solution has not emerged, maybe because of the complexity of the problem, ensure that you show you have done in depth thinking and some background research on the matter at hand.

Set deadlines

If your manager is hands-off, it inevitably means that he or she will not likely follow up with you on your deadlines or ask after your progress. It is therefore up to you to monitor yourself and ensure you are aware of the deadlines and what needs to be done in order to adhere to them. This needs high self-discipline, but is a very useful skill to cultivate.

Schedule reviews

Do not assume that if your boss has feedback on your work they will obviously let you have it. Schedule regular performance reviews in consultation with your boss, quarterly are a good way to start and can be reviewed consequently.

Another way of doing it is to schedule minor reviews after every major project has been closed and before the next one starts. This would provide a learning opportunity for lessons that can be applied to ensure mistakes are not repeated and shows your initiative as a potential leader.

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