HR Guidance on addressing relationships with your line manager

Healthy working relationships are essential for a positive and productive workplace. If you experience challenges in your relationship with your line manager, this guidance provides practical steps to address concerns constructively and professionally.

Reflect Before Acting

  • Clarify the issue: Identify what specifically is causing tension (e.g., communication style, unclear expectations, workload).
  • Focus on facts and separate from feelings: Focus on observable behaviours rather than assumptions or emotions.

Choose the Right Time and Setting

  • Request a private meeting rather than raising concerns in public or during high-pressure moments.
  • Where possible try to have this type of meeting in person as this will enable open dialogue.
  • Ensure you have enough time for a calm, uninterrupted conversation.
  • Consider reasonable adjustments ahead of the meeting including whether it may be appropriate to have some moral support at the meeting for you.

Communicate Openly and Respectfully

  • Use “I” statements to express your perspective without sounding accusatory (e.g., “I feel unclear about priorities” rather than “You never explain things”).
  • Be specific and solution-focused: Highlight what would help improve the situation.

Listen Actively

  • Allow your manager to share their perspective – enabling two-way feedback will support the discussion.
  • Ask clarifying questions to ensure mutual understanding.
  • Acknowledge their viewpoint to reduce defensiveness and build trust.

Seek Common Ground

  • Aim for collaboration rather than confrontation.
  • Suggest practical steps or compromises that benefit both sides which may include regular check ins and ensuring that there is clarity about work timelines and requirements.
  • You can seek supportive employment practices
  • Take on personal responsibility to move away from feeling frustrated with work

Next Steps

  • If issues persist despite efforts, consider speaking with another manager or senior leader in the team, HR or your trade union representative.
  • Consider whether a GLOW Conversation may help to provide a positive developmental framework to address what still concerns you and enables you to discuss this.
  • Think of this as a way to find solutions, using a more casual conversation rather than as a way to assign blame or passing on how to improve the situation.

Maintain Professionalism

  • Avoid gossip or negative talk about your manager.
  • Keep brief notes of key discussions for reference if needed.

Remember: Constructive dialogue strengthens trust and improves working relationships. Addressing concerns early and respectfully helps create a positive environment for everyone and removes the worry that a formal process can bring about.