Last Updated Aug 20, 2007 6:52 PM EDT
But that seems a bit too simplistic for such a complicated work relationship. The employee has to contend with two different sets of expectations, two different personalities, and two different understandings of "top priority." It's easy to get caught in the middle. Similarly, if the two managers aren't in close communication, the employee can slip through the cracks.
These tips can help make things easier:
- Clarify expectations. It's crucial that the managers make sure the employee understands her bosses' expectations of her. If the managers aren't providing that information, she needs to seek it out.
- Communicate early and often. Each manager needs to be aware of not only the employee's workload and deadlines, but also of any areas that need development. That way, two people can work in tandem to help the employee correct any performance issues that may arise. If the managers aren't talking, the employee often has to be the messenger.
- Give the employee some leeway. An article from the Wall Street Journal talks about an employee who told his managers that he'd get the work done, but he wanted the freedom to decide how it would get done. He reassured his bosses and earned himself some autonomy.