A strained relationship with your manager doesn’t just affect your work—it can take a toll on your overall well-being. The good news? With intentional communication and consistent effort, it’s often possible to repair the relationship.
Here are key insights and actionable steps to help you identify and repair a fractured relationship with your boss—and decide when it’s time to move on.
Signs Your Relationship with Your Manager Needs Work
The first step to addressing a strained relationship is recognizing the signs. Here are common red flags:
- Disengagement: Has your manager stopped providing feedback or become less involved in your work?
- Micromanagement: Are they suddenly checking every small detail of your work?
- Short Communication: Are their responses brief, dismissive, or less frequent than before?
Ask yourself: Has something changed? Understanding how your relationship has evolved is key to identifying whether it’s heading in the wrong direction.
Step 1: Determine the Source of the Problem
Before jumping to conclusions, reflect on what’s causing the strain and consider your own situation first. Are personal stressors—such as health, family or life changes—impacting how you interpret workplace interactions? Could outside frustrations be spilling over into your professional life?
Then think about your manager’s perspective. Are they dealing with personal or professional challenges that might affect their communication style or availability?
The only way to find out is to communicate. Schedule a one-on-one meeting to discuss expectations and concerns. Approach the conversation with openness and curiosity, as the issue may have little to do with your performance.
Step 2: Overcommunicate to Rebuild Trust
Communication is the foundation of a strong professional relationship, but when trust is strained, it’s not enough to communicate—you need to overcommunicate. Here’s how:
- Provide frequent updates: Don’t wait until a project is complete to share progress. Instead, send regular updates or check in briefly to keep your manager informed.
- Anticipate needs: Go beyond what’s expected by providing solutions and insights before they’re requested.
Overcommunicating shows your manager that you’re invested in your work and helps them feel confident in your abilities.
Step 3: Address Performance Gaps
If micromanagement or disengagement stems from concerns about your work quality, take the initiative to address those gaps. Ask your manager:
- What specific areas could I improve in?
- Are there courses, certifications or resources you’d recommend to help me grow?
- How can I better meet your expectations?
Be honest with yourself about where you can improve. Consistently meeting deadlines, delivering high-quality work, and demonstrating a commitment to growth can help rebuild trust over time.
Step 4: Know When It’s Time to Move On
Sometimes, despite your best efforts, the relationship may not improve. If there’s still no progress after you’ve communicated openly, overcommunicated progress and solutions, and addressed performance gaps and taken actionable steps, it may be time to consider other opportunities.
A toxic relationship with your manager that consistently impacts your personal life or career growth is a clear signal that it’s time to move on. However, remember that repairing a professional relationship takes time. It’s rarely an overnight fix, so patience and consistent effort are essential.
The Bottom Line
Your relationship with your manager can significantly influence your career satisfaction and success. By identifying the root of the problem, overcommunicating progress, and proactively addressing concerns, you can often repair the relationship and build a stronger dynamic.
If, despite your efforts, the relationship doesn’t improve, it’s okay to explore other opportunities. At LaSalle Network, we specialize in helping professionals find roles that align with their skills and aspirations.
Ready for a fresh start? Explore open opportunities today.
