Great employees understand that managing up is just as important as managing their own workload. It’s about building a strong, productive relationship with their boss and making their job easier while also advancing their own career. Here are some key strategies they use:

1. Understand Your Boss’s Goals & Priorities

• What keeps them up at night?
• What are their key performance metrics?
• How does your work fit into their bigger picture?
• The more you align with their objectives, the more valuable you become.

2. Communicate Proactively & Clearly

• No surprises. Keep your boss informed of progress, challenges, and solutions.
• Adapt to their preferred communication style—do they prefer Slack messages, emails, or quick calls?
• Be concise and solution-focused when presenting problems.

3. Anticipate Needs & Solve Problems

• Think a few steps ahead. If you foresee a challenge, bring solutions, not just issues.
• Offer to take things off their plate—especially tasks that align with your strengths.

4. Be Reliable & Deliver Results

• Nothing builds trust like consistency.
• Meet (or beat) deadlines and exceed expectations when possible.
• Own up to mistakes and fix them quickly.

5. Make Them Look Good

• If they succeed, you succeed.
• Support their initiatives and provide insights that help them make better decisions.
• Acknowledge their leadership in front of others (but don’t be a suck-up).

6. Set Boundaries & Manage Expectations

• Don’t be a yes-person—pushing back when necessary (with reasoning) earns respect.
• If you’re overloaded, communicate it early rather than missing deadlines.

7. Understand Their Weaknesses & Work Around Them

• If they’re disorganized, help streamline things.
• If they micromanage, build trust by keeping them updated before they ask.
• If they’re slow to respond, find alternative ways to get input.

8. Develop a Partnership Mindset

• Treat the relationship as a collaboration, not a hierarchy.
• Be proactive about growing within the company and helping the team succeed.

9. Seek Feedback & Act on It

• Regularly check in to see how you can improve.
• Show that you take their feedback seriously and apply it.

10. Stay Positive & Professional

• Stay composed under pressure.
• Don’t gossip or bad-mouth leadership—nothing good comes from it.
• Be someone they can count on to bring positive energy and solutions.

Managing up isn’t about manipulation—it’s about building a mutually beneficial relationship where both you and your boss thrive.

The Pentagon, following President Trump’s executive orders to eliminate diversity, equity, and inclusion (DEI) initiatives, has removed several webpages honoring the contributions of minority service members. Notable deletions include:​Wikipedia+6The Guardian+6AP News+6

• Ira Hayes: A page celebrating Ira Hayes, a Native American Marine renowned for his role in raising the American flag at Iwo Jima during World War II, was taken down. Hayes exemplified the significant contributions and sacrifices of Native Americans in the U.S. military. ​The Guardian+2The Guardian+2AP News+2
• Jackie Robinson: An article detailing the military career of Jackie Robinson, who broke Major League Baseball’s color barrier in 1947 and served as a second lieutenant in the U.S. Army during World War II, was removed. ​The Guardian
• Navajo Code Talkers: Articles highlighting the pivotal role of Navajo Code Talkers, who used their native language to securely transmit messages during World War II, were deleted from military websites. ​Axios+1The Guardian+1
• 442nd Regimental Combat Team: Initially removed, the webpage honoring the 442nd Regimental Combat Team—a highly decorated unit composed of Japanese American soldiers during World War II—was later restored following public outcry. ​PBS: Public Broadcasting Service+3The Guardian+3AP News+3
• Maj. Gen. Charles Calvin Rogers: A page dedicated to Maj. Gen. Charles Calvin Rogers, a Black Medal of Honor recipient who served in Vietnam, was also temporarily removed but subsequently reinstated after criticism. ​The Guardian+4The Guardian+4AP News+4

These actions are part of a broader initiative to remove DEI-related content from Department of Defense platforms, affecting numerous pages that recognize the diverse history and contributions within the U.S. military.​Axios+6The Guardian+6AP News+6

Pentagon’s DEI Content Removals Spark Controversy

The Guardian

Articles about Native American code talkers removed from military websites

Today

The GuardianArticle on Jackie Robinson’s military career removed from defense department websiteTodayAP NewsPentagon restores a few webpages honoring servicemembers but still defends DEI purgeYesterday

Successful businesses have adopted inclusive dress code policies by prioritizing flexibility, cultural awareness, and employee comfort while still maintaining professionalism. Here are key strategies they’ve used:

1. Gender-Neutral Guidelines

• Instead of enforcing separate dress codes for men and women, companies create policies that focus on appropriate attire for the workplace, regardless of gender identity.
• Example: Virgin Atlantic removed gendered uniform requirements, allowing employees to choose what suits them best.

2. Cultural & Religious Sensitivity

• Businesses accommodate religious attire, such as hijabs, turbans, or yarmulkes, and provide clear policies to prevent discrimination.
• Example: Target revised its dress code to explicitly allow religious headwear and hairstyles.

3. Accommodating Disabilities & Comfort Needs

• Dress codes account for employees who need adaptive clothing for medical conditions or disabilities.
• Example: Some companies allow loose-fitting, sensory-friendly, or orthopedic footwear.

4. Diversity & Employee Input

• Businesses involve employee resource groups (ERGs) in dress code discussions to ensure inclusivity.
• Example: Google seeks feedback from diverse teams when updating policies.

5. Casual & Individual Expression

• Companies move toward business casual or relaxed dress codes to reflect a modern and diverse workforce.
• Example: Tech giants like Facebook & Apple allow jeans, sneakers, and tattoos in their dress codes.

6. Clear, Fair, and Consistent Enforcement

• Successful companies define what’s appropriate (e.g., “neat, professional, and safe attire”) rather than overly specific rules that could lead to bias.
• Example: Starbucks revised its policy to allow visible tattoos, natural hairstyles, and more self-expression.

7. Inclusive Grooming & Hairstyle Policies

• Businesses explicitly allow natural hair, braids, locs, beards, and protective styles, moving away from discriminatory norms.
• Example: UPS updated its policies in 2020 to allow natural Black hairstyles and facial hair.

8. Uniform Customization Options

• Companies provide uniform variations that accommodate gender identity, religious beliefs, body types, and comfort preferences.
• Example: Alaska Airlines updated its uniform policy to allow non-binary and gender-diverse employees to choose attire that aligns with their identity.

9. Regular Review & Updates

• The best companies update their policies regularly to stay relevant and reflect changing social and legal standards.

Bottom Line: Inclusivity = Better Workplace Culture

By implementing flexible, clear, and employee-focused dress code policies, businesses can create an environment where everyone feels valued and comfortable. The key is allowing personal expression while maintaining professionalism—a win-win for employees and employers alike.