Hi there,

I used to dream about leading my own SEO team—a goal I set early in my career.

That dream became a reality during my last full-time role, where I was promoted and entrusted with a team of four.

At first, I thought management was mostly about assigning work and helping my team grow.

But I quickly realized that managing up, building strong relationships with my superiors, was just as critical. Not only for my career, but for my team’s success too.

According to Gallup, employees who receive meaningful feedback in the past week are 80% more likely to be fully engaged in their work.

Understanding Different Manager Styles

Over the years, I’ve worked with a wide range of managers. Some wanted to be in every detail—from metadata tweaks to sales pitches. Others were completely hands-off.

Neither style was inherently good or bad but each required a different approach.

It’s easy to think in extremes when looking at management style (micromanager vs. totally hands-off). But leadership is far more nuanced.

Upraise identified 10 types of management styles, each with unique strengths depending on team dynamics and organizational needs.

​

How I responded to my leader often shaped my growth.

That meant I had to be clear about my aspirations. I couldn’t wait for permission; I had to communicate what I wanted and why.

The Power of the “Facilitator” Manager

I’ve also had managers who struck a balance. They encouraged me to set goals and backed me with the resources to pursue them.

They didn’t micromanage but they didn’t disappear either.

These “facilitators” were pivotal to my growth. Under their leadership, I earned promotions, raises, and even built new SEO practices from the ground up.

But It Starts With You

As much as managers can help, the responsibility for your success starts with you.

You have to know what you want and speak up about it.

When I was promoted to SEO Manager, it wasn’t just because I performed well. It was because I made it clear I wanted that step.

Great managers can only support you if they know where you’re trying to go.

A Quick Story

When I joined an e-commerce consulting firm, I didn’t know anyone but, based on experience, I knew building relationships would be key to growing in the role.

A “facilitator” manager stepped in and helped me understand the lay of the land. Who to talk to, how to navigate departments, and how to get things done.

They gave me honest feedback without feeling judged. Such constructive feedback acted as a compass on what behaviors should resonate and which should be toned down.

Emotional Intelligence Matters

What set these managers apart wasn’t just structure—it was empathy.

They made it easier to be honest about my challenges, my thoughts and worries.

In several instances, these managers, through their empathy, kept me grounded when scenarios ran rampant in my head but they also made me more aware of my impact on the larger team.

In turn, I created such a space for my own reports to be real with me too. If I want to be a good manager and help my organization grow, I need to understand what affects my team.

Managing Up Is a Habit, Not a One-Off

Growth can’t happen in isolation. If you’re not having regular check-ins with your manager, you risk drifting off course.

I recommend:

• Weekly 1:1s
• Monthly team check-ins
• Quarterly reviews for high level goals

This isn’t meant to overload calendars but to create space for reflection, alignment, and support.

These meetings help you stay on track and help your manager stay invested. Among employees who receive feedback and recognition at least once a week, 61% are engaged, compared to only 38% of those who receive feedback without recognition.

​Workhuman data shows that frequent check-ins build confidence in career growth. Over 60% of employees with weekly check-ins feel positive about their path, while nearly 50% who never check-in report the opposite.

Today, Managing Up Looks Different

Now that I’m helping run the family business, my managers are…my parents.

These days, I’m not just managing SEO work; I’m managing relationships across our retail and warehouse teams. Listening, aligning, and helping others be heard.

My goal has always been to take responsibilities off my parents (managers) plates so they can focus on continuing to drive the business forward.

I’m accomplishing this by assigning work to other members of the management team but also creating efficiencies in process in biz dev, customer service, and employee satisfaction.

And yes, managing up still applies, even when your “bosses” are mamí and papí

Final Thought

Regular communication isn’t just helpful, it’s strategic. LinkedIn reports that employees who engage in consistent check-ins with their managers are significantly more likely to feel supported and see clear opportunities for career growth, yet only 21% of employees meeting with their managers.

Managing up is hard. Different personalities, changing priorities, and company culture can all make it tricky.

But if you’re serious about your career, you have to be honest with yourself and your manager.

It all comes back to reflection and communication, attributes I continue to value.

Edwin Romero

Independent SEO Consultant

• Follow me on LinkedIn​
• Read my previous newsletters.
• Subscribe to the YouTube channel.

What’d you think of today’s email?

• ​⭐⭐⭐ Great! Keep it coming​
• ​⭐⭐ Good, not great​
• ​⭐ Not great​