Ladders latest research study reveals that 88% of high-earning professionals surveyed say that “managing up” means career success, with 81% stating that it’s important for getting pay raises and 86% stating that it leads to promotion. So what exactly is “managing up”?
New York, NY, March 9, 2020 – Newly released research from Ladders reveals that 79% of professionals surveyed stated that requesting and providing feedback is the most effective method of managing up — a skill that demands the best from your manager, for the sake of your company and your career. Despite these high numbers, only 74% confirmed feeling confident of their ability to manage up.
Compounding that, a mere 41% of respondents stated that they receive actionable, performance-enhancing feedback from their current manager, with only 34% saying that their manager has had a meaningful discussion about their career development in the last six months.
Fifty-eight percent stated that their manager regularly shares relevant information from higher management, while only 49% said that they meet with their boss for 1-on-1 meetings either weekly or monthly.
Ladders professionals responded to our “choose all that apply” and “agree/disagree” questions as follows:
“Managing up is important for my career success:”
| Strongly agree | 44% |
| Agree | 44% |
| Neutral | 11% |
| Disagree | 0% |
| Strongly disagree | 1% |
“Managing up is important for getting raises in pay:”
| Strongly agree | 35% |
| Agree | 46% |
| Neutral | 16% |
| Disagree | 2% |
| Strongly disagree | 1% |
“Managing up is important for getting promoted:”
| Strongly agree | 40% |
| Agree | 46% |
| Neutral | 10% |
| Disagree | 3% |
| Strongly disagree | 1% |
“The most effective method for managing up is:”
| Request and receive feedback, and provide feedback | 79% |
| Follow clear communications | 44% |
| Do whatever your boss says | 8% |
| Give your manager flattery and praise | 3% |
| Other | 13% |
“I am confident of my abilities in managing up:”
| Strongly agree | 31% |
| Agree | 43% |
| Neutral | 20% |
| Disagree | 5% |
| Strongly disagree | 1% |
“I meet with my boss for a 1-on-1:”
| Weekly | 33% |
| Monthly | 16% |
| Every two weeks | 15% |
| A few times a year | 13% |
| More than once per week | 13% |
| Never | 7% |
| Annually | 3% |
“My manager gives me actionable feedback that helps me improve my performance:”
| Strongly agree | 13% |
| Agree | 28% |
| Neutral | 32% |
| Disagree | 15% |
| Strongly disagree | 12% |
“My manager regularly shares relevant information from his/her manager and senior leaders:”
| Strongly agree | 27% |
| Agree | 31% |
| Neutral | 19% |
| Disagree | 13% |
| Strongly disagree | 10% |
“My manager has had a meaningful discussion with me about career development in the last six months:”
| Strongly agree | 12% |
| Agree | 22% |
| Neutral | 23% |
| Disagree | 14% |
| Strongly disagree | 29% |
“I am satisfied with my manager’s overall performance as a manager:”
| Strongly agree | 21% |
| Agree | 28% |
| Neutral | 22% |
| Disagree | 11% |
| Strongly disagree | 18% |
Contact: pr@theladders.com
Methodology: