Que faites-vous si votre patron ne comprend pas votre rôle de support technique ?

Schedule a meeting with your boss to discuss your role, responsibilities, and the value you bring to the team. Clearly explain the technical aspects and how they contribute to the organization's goals. We will offer to provide training sessions or resources to help your boss better understand the technical aspects of your role which includes documents,tutorials. We can ask for feedback from your boss on how you can better communicate your role and responsibilities. This shows willingness to improve and collaborate effectively. We have to remember to remain patient and positive during discussions with your boss.

Actually, this part of roles which called technical support or after sales service is not well understanding to most of stakeholders in companies specially in the small one, that's because this part of work doesn't reverse a directly revenue to them but the main revenue can be observed indirectly in a short and long-term. Therefore, when it happens, you'd have to educate him tactfully about your core strategies and how can these reflect on the success of the company. (Note): unfortunately, you have to talk in money & numbers language with them, because it's the only language they understand 😅😅

Best way is if you cant change the boss, you change the boss. Just kidding. The manger who doesnot understand role of his own team member then he is definitely owner of the company or he has new role to take over with no experience. Best way is to explain him the role what you do on day to day basis, educate him with elaborate information even then he don't undestand then its obvious he is wrong place don't waste your time 😉

If your boss doesn't grasp the essence of your technical support role, aim to clarify its value through simple, impactful communication. Share examples of how your work benefits the organization, describe your tasks in accessible language, and relate your duties to the company's broader goals. Consider inviting your boss to observe your work firsthand or schedule regular updates to showcase your contributions and challenges. This approach fosters understanding and highlights the indispensable role of technical support in achieving organizational success.

In my experience, tactfully educating your boss about your technical support role is vital for mutual understanding. Begin by outlining your daily tasks in simple terms and their impact on company operations. Avoid overly technical language to prevent confusion. Instead, highlight how your efforts enhance system efficiency or minimize downtime, leading to cost savings or heightened productivity. This approach helps your boss recognize the value of your work in a context that resonates with them, fostering appreciation and support for your role within the organization.

In my experience, establishing clear boundaries is essential when your boss lacks familiarity with your technical support role. Politely communicate realistic time frames for issue resolution and project completion. Emphasize that while you're adept at multitasking, some tasks demand focused attention and cannot be rushed. Managing their expectations in this manner prevents overloading with an unsustainable workload, preserving the quality of your work and ensuring effective task prioritization.

It's important to tell your manager what you can and cannot do in a kind way. Say no gently by explaining what happens if you rush a job or take on too much at once. You might say, "If we focus on this urgent task, we might delay something else that's also important. What should we prioritize?" This helps your boss understand your limits without feeling like you're just saying no. It makes things clear and keeps the work environment respectful.

When dealing with a manager who unable to understand my technical support role, I discovered the value of encouraging communication. By setting up regular check-ins with my manager, I established opportunity to openly discuss the complexities of my tasks. These discussions not only gave clarity, but also enabled me to show the importance of my efforts. Through open communication, I was able to bridge the gap and create a deeper knowledge of my role in the team.

In my experience, fostering open communication with your boss is crucial for addressing misunderstandings about your technical support role. Schedule regular meetings to discuss ongoing issues, upcoming projects, and support needs. Use these opportunities to provide updates on your work and share any challenges you encounter. Involving your boss in the problem-solving process can enhance their understanding of the intricacies of your role and build a stronger working relationship based on mutual respect and collaboration.

Good communication is about making sure your boss understands what you do. Try showing them instead of just telling them. For example, you can share your screen to show what you're working on, write a short report, or have them watch you solve a problem. This helps break down technical stuff into something easier to grasp. The idea is to make your work transparent, so your boss can see how skilled and essential your job is.

If your boss doesn't grasp your technical support role, prioritise fostering open communication. Schedule a meeting to discuss your responsibilities, achievements, and how they align with team objectives. Share success stories and offer to provide regular updates to enhance understanding. Clear communication lays the foundation for mutual understanding and effective collaboration.

In my experience, sharing successes with your boss is essential for showcasing the value of your technical support role. Whenever you resolve a major technical issue or implement a solution that enhances company operations, ensure your boss is informed. Highlighting these achievements underscores the impact of your work and the skills involved. This proactive approach can shift their perspective, fostering a deeper understanding and appreciation for your contributions to the organization's success.

If your boss doesn't fully grasp your technical support role, seize the opportunity to share your successes. Highlight key accomplishments, metrics, and positive outcomes achieved through your support efforts. Illustrating tangible results can help your boss better understand the value you bring to the team and the organisation as a whole.

"Coming together is a beginning. Keeping together is progress. Working together is success." - Henry Ford Whenever you accomplish something noteworthy at work, it's essential to share how it contributes to the larger goals of the company or enhances experiences for your team or customers. If you solve a significant problem, explain how this achievement improved operational efficiency or elevated customer satisfaction. Invite feedback on these accomplishments to foster a discussion on the broader impact of your work. This practice isn't just about shedding light on individual achievements; it's a reflection of the collective power behind every success.

If your boss doesn't fully understand your technical support role, it's an opportunity to advocate for training initiatives. Requesting specific workshops or seminars can not only enhance your boss's understanding but also improve team collaboration and problem-solving. Don't hesitate to highlight the benefits of investing in comprehensive training to better leverage your skills and expertise in supporting the team's objectives.

In my experience, encouraging training can be beneficial for bridging the gap in understanding between you and your boss regarding the technical aspects of your role. If your boss is receptive, suggest attending webinars together or providing resources that explain the technology you work with. By increasing their knowledge about the systems and software you manage, they'll gain a greater appreciation for the expertise and effort required to ensure smooth operations. This proactive approach fosters mutual understanding and strengthens the working relationship.

Managers should always have an open dialogue with their subordinates. In a perfect world, this could be via a weekly 1:1 meeting with an open agenda to discuss anything on either the manager's or the subordinate's mind. This is the opportunity for either side to voice any concerns they might have and share feedback (in either direction). This is a great way for subordinates to learn how to get better at their job in a relatively stress free environment, but also to make the manager a better manager in an open forum.