How to Manage Your Manager

Giving Your Manager What They Need To Give You What You Want

May 19, 2022
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How would you describe your job to a five year old?
What season would you be?
What is a weird food you have tried? Would you eat it again?
What is your favorite holiday tradition?
Would you go in the mother-ship with aliens if they landed on Earth tomorrow?
What is your favorite season?
Do prefer working from home or the office?
What is your earliest memory of this job?
What is the best thing you have bought so far this year?
What is the earliest book you remember?
If you had to move to another country, which one would you choose?
You are the best criminal mastermind in the world. What crime would you commit if you knew you would get away with it?
What is your favorite movie genre to watch?
What was the last thing you ate?
What person from history would you add to Mount Rushmore?
What is a weird fact you know?
What is your favorite part of working from home?
Were the Spice Girls a good team?
Imagine you can instantly learn any language. Which would you choose?
If you could live in any state, which state would you pick?
Which fictional team is the best team of all time?
What did you want to be when you grew up?
What do you usually eat for a quick lunch?
What simple food will you never eat?
Show us the weirdest thing you have in the room with you right now.
Would you rather stay at a hotel or an AirBNB?
What is your favorite movie genre to watch?
Are you more productive in the morning or at night?
Who is someone in your community that makes a difference?
Who was your most unique pet?
Choose one famous person from history you want on your team during a zombie apocalypse.
What is a good way to give back to the community?
Which song could you listen to over and over again?
Is Hugh Grant funny?
What is your favorite thing to eat for breakfast?
Would you want to have an imaginary friend today? Did you have one as a child?
What actor or actress would you want to play you in the movie about your life?
What is the best super power?
What is your New Years resolution?
You can only eat one food again for the rest of your life. What is it?
What is the best work holiday?
What is the first gift you remember receiving?
Would you rather join Metallica or Backstreet Boys?
What is the best example of a community you have seen?
What is an easy way to do something nice for someone?
Show us your phone background and tell the story behind why you picked this image.
What was your first job?
Pick any band to play at your funeral.
If you could have an unlimited supply of one thing for the rest of your life, what would you pick?
Which superpower would you give to your arch enemy?
What is the most obscure superpower you would want?
What emoji best describes how you are feeling right now?
If you could live in any country, which country would you pick?
Would you rather live in a city or a town?
What is your favorite holiday?
What is something you accomplished as part of a team?
What is your standard office lunch?
What is your most used phone app?
What is your favorite season?
Have you ever won something as a team?
Imagine you are a professional baseball player. What is your introduction song?
Beach holiday or ski trip?
Have you ever been to a funny comedy show?
Would you rather live at the North Pole or the South Pole?
What is your favorite song to sing?
If you could live in any state, which state would you pick?
Imagine you could teleport anywhere. Where would you go right now?
What is the most unusual job you have heard of?
What was the last thing you ate?
You can visit any fictional time or place. Which would you pick?
What do your family and friends think you do all day?
What movie do you wish you could watch again for the first time?
Show us your most-used emoji.
What was the most unique style or fashion trend you ever embraced?
What movie defined your generation?
You are stranded on a remote desert island. Are you alone or with your worst enemy?
What is your favorite knock-knock joke?
Have you ever told someone Santa is not real?
Do you know how to speak more than one language?
On a scale of 1 – 10, how much of a team player are you?
What is your #1 recommendation in this city?
What is your favorite holiday?
What bucket list item do you most want to check off in the next six months?
What is your favorite mythical creature?
What was the first way you made money?
If you could be great at any Olympic sport, which would it be?
Which song could you listen to over and over again?
When did you start liking/hating mushrooms?
Where is your favorite vacation spot?
Do you take your PTO all at one time, or another way?
Which show do you remember most from your childhood?
Which beverage goes best with pizza?
Would you want to have a personal assistant follow you around everywhere and do what you asked of them?
Have you ever met your idol?
What did you want to be when you grew up?
Would you rather live 100 years in the past or 100 years in the future?
What is your hobby?
When you are alone in the car, what volume is the music at?
Imagine you no longer have to work. How would you spend a Tuesday?
What is your favorite type of sandwich?

As a young person in the workforce today the constant low-grade anxiety of incessant recruiter emails, sexy buzzwords, and self-congratulatory new job posts on LinkedIn can convince you that there is always a job one move away that can cure you of your work woes.

While you direct your attention to the new, you may underestimate the ways in which you have distracted yourself from the job at hand. Worse, you might excuse yourself entirely from the difficult and rewarding work of making your current job what you need it to be.

Make Your Job Work For You

It all starts by building a real relationship with the people managing you.

Young people come to work steeped in outdated advice and reductive caricatures of the workplace. We are conditioned to expect an antagonistic relationship between clueless corporate employer and enterprising exploited employee.

Managers quickly become the focal point of the anxiety this narrative generates. They are your closest point of contact with the motivations, politics, and personalities that make up your organization. As such, a manager can be easily and unfairly reduced from human being to corporate agent.

Are there bad managers? Of course there are.

Is your manager one of them? You’ll never know unless you’re willing to take a risk by opening up a real dialogue.

If you don’t invite them into your life, you won't know who they are or what they are capable of. You need to provide them with the knowledge and the trust necessary to work for you, not against you. Otherwise all they can do is guess what's best for you.

Your manager has a more complicated set of responsibilities than you might realize. They have to encourage you — despite all the distractions in your life — to be productive. They're tasked with making you — with all of your competing dreams and insecurities — happy.

They are working to make you successful.

But your success is not just their responsibility. It’s yours too.

The key to a successful partnership with your manager is setting boundaries and advocating for yourself. Without these continuous discussions, anything your manager does will look to you like mismanagement.

No one can manage you if you do not know what you want.

A good manager wants to work with you. They want to turn your time with them into the best possible experience for you, for them, and for your organization. It is their job to align those competing interests toward growth for all parties.

To learn how best to manage you, you must teach them. You have to become conscious of the ways you’re looking to use your organization for your goals and the ways that you are comfortable being used by your organization for its goals. Reflect on what opportunities there excite you. How can you pursue those opportunities in a way that benefits the organization at the same time?

Many employees come to these relationships unconsciously. It can be uncomfortable to communicate boldly and set healthy boundaries in an unfamiliar environment.  If you are not an active participant in setting up expectations with your boss, you run the risk of inviting in a whole new set of incentives, motivations and politics into your life that can easily destabilize you.

Knowing yourself and what’s right for you is the key to ensuring you can work for an organization that is larger and more powerful than you without getting swept up in it.

Identify the value of your time.

Identify the areas you need to grow in that excite you.

Identify the boundaries you need between work and life to be present in both.

Learn What Work Can Be

There is a philosophical framework for work and life in Japan called Ikigai that offers a valuable set of pillars and lenses through which to build and analyze our work lives.

Ikigai encourages us to look for opportunities in work that allow us to play to our strengths and do work that we love to do, while making the world a better place, and making us money.

Doing what you love is a privilege that few access in their life. It requires the emotional stability, the psychological safety, and the financial foundation to take risks with your time, your money, and your future.

For people without these privileges, they are not doing what they love. They are doing what they must.

However, as you are doing what you must, you still have the opportunity to create a better work life and to fall in love with it. If not the work itself you can fall in love with the people around you that your work impacts, the good it does for the world, the freedoms it affords you, or even just in the joy of being proficient at something.

Your manager can help you fall in love with your work by being the person who acknowledges the constraints and challenges of your situation but works despite them to make it the best place for you at the time. Even if that best place for you is a shelter from which to get paid and learn the skills necessary to prepare for your next move.

Some employees struggle to align their long term goals with the work they must do in the short term. They consider one to be separate from the other and with that, work is forced into head-to-head competition with your goals.

This mentality sows the seeds of chaos, distrust, and dishonesty and will ultimately result in time wasted for you, time wasted for your manager, and expensive premature turnover for your employer.

Your manager is there to remove the obstacles to productivity and pull out the roots of bitterness and resentment before they flower. To a certain extent it is their responsibility to foster within you a healthy attitude toward the work that you are doing despite the frustrations of busy work, difficult coworkers, and the inevitable poorly communicated corporate nonsense.

Perhaps this idea sounds dangerous. The alternative is that the direct report feels they are spending years of their life fighting against their calling, wasting their time, progressing in the wrong direction, and perhaps most dangerously, squandering their life.

Be honest with your manager about what pieces of your job fall short of this. Sometimes, the misalignment will be intractable. They might not be paying you enough to survive. Your organization’s mission might oppose your core values. But sometimes the small details you think make your situation impossible only require a reframe to see how your work is making your corner of the world a better place in unforeseen ways and is worth falling in love with.

Open and honest dialogue with your manager is the most powerful way to get that new perspective.

Demand What You Deserve

Your responsibility is to take a sober look at your work and audit the role work is playing in your life for how it is letting you down.

Once you are ready to advocate for yourself, work with your manager to make those desires a reality and help you progress toward a healthy relationship with your work.

How can you actually pull this off?

There’s the easy stuff and the hard stuff.

The easy stuff is to set up a conversation that provides an intentional space to discuss what you need from work.

The hard stuff is the courage to say unabashedly what you want and the humility to compromise afterward.

The hard stuff will always be hard, but the easy stuff doesn’t have to be.

For the last six months, I've worked on a tool called Assembly that empowers anyone in an organization to make the space and the time for hard conversations. I’ve used that same tool to take increased ownership over my work life and over how my manager and I communicate.

Prior to our meetings, I declare my top priority for the coming week and take time to consider how I am progressing toward my personal and professional goals. Making consistent progress on my goals outside of work is critical to my ability to be present at work and because of that fact, it has become part of what I report on to give my manager a fuller picture of the mindset I’m taking to work.

With my goals in mind, my manager has surfaced new opportunities to take on new projects, has encouraged with me to take a larger role in recruiting, and has become an accountability partner in the extracurricular goals and habits I’ve committed to.

As a result, I’m more aligned in my work life, more grounded in my strengths, more conscious of my weaknesses, and more excited to learn and grow than ever before.

Assembly makes possible a far more meaningful way to communicate at work. We empower employees to build structured forms that ensure conversations centers on the ideas you think are critical to your work life over the course of a single meeting or over the course of an entire relationship. As a user, you are invited to participate in those conversations asynchronously without the stressors of a face-to-face conversation and the need to have an instant answer on hand.

We believe that for some, it is nearly impossible to think clearly in those face-to-face, clock-ticking, moments. All of us, those people included, deserve the space to express ourselves honestly.

We know that for all, it is easier to think when you have the time and space to do so on your own terms.

So we built a product to make those conversations easier and to empower any employee to control the conversation.

Introduce your manager to Assembly and let them take the lead on how they want to begin their relationship with you.

Or if you’re feeling bold, create the relationship you want to have for yourself in Assembly, and invite them to participate in it on your terms.

In either case, and even if you do not use Assembly at all, be honest. Your manager wants to hear how you feel as much as you want to say how you feel (ask these constructive questions in a one-on-one). They’re chomping at the bit to prove it. All you have to do is let them in.

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Frequently Asked Questions

Is Assembly SOC 2 compliant?

Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.

What's the ROI for employee recognition?

There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.

Does Assembly offer longer-term contracts?

Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.

The minimum agreement term is a 12-month subscription.

Does Assembly offer onboarding support?

We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.

Is there a free version of Assembly?

Yes. We offer a completely free plan for up to 50 team members. This plan is intended for teams or organizations that are looking to get started with an employee engagement tool. Keep in mind, this plan is limited in features.

All customers can open an Assembly account for free and get started without a credit card. Then you can change plans as necessary.

How much do rewards cost?

At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.

The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.

Does Assembly offer discounts?

We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.

For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.

How do I cancel my plan if needed?

If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.

If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at

What customizations are available?

Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!

Who can give or receive recognition?

While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.

What integrations are available?

Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.  

Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.

What's your average adoption rate?

That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.

Must rewards be set up to use Assembly?

They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.

Are points required to use Assembly?

No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.

Could find the answer you are looking for?

Please schedule time with an expert and we will help you to get all your questions answered