Make plans for it now, before it happens. Speak to your manager. Before any meeting, decide how you would proceed if you and the other person get at odds. Even if you believe you are prepared, you might not be. How will you proceed? Is it their preference that you clarify and air it out straight away at the event in a respectful and tactful manner? Or should you save it for a post-mortem discussion where you and your partner may discuss how things might have gone differently?

Evaluate the circumstances: It's crucial to assess the situation and try to comprehend why your supervisor isn't supporting you before taking any more action. Are they merely too preoccupied to participate? Was she or he too busy, or is there something else going on? Accept responsibility if justified and necessary (it might be that you are out of alignment). Were you as clear as you could have? You can better identify any indicated action if you fully understand the underlying cause of the problem.

Express your worries: It's critical to speak with your manager directly if you believe they are not supporting you. Do not allow it to worsen. Make sure to conduct yourself professionally and with respect during the conversation. Give concrete instances of times and how you felt unsupported. This may result in a resolution and will aid your boss in understanding your viewpoint.

Consider asking for help from other coworkers: If your employer is not providing you with the support you require, asking for help from other coworkers may be beneficial. This can make you feel less alone and provide you more tools and options for dealing with the circumstance. They might have experienced this firsthand and be able to share advice on what worked and what traps to avoid. However, be careful not to let this go to speculation, scheming, or complaint-fests. That doesn’t help anyone, least of all you. If your coworkers try to go there, redirect the conversation to something helpful and constructive, or leave the conversation altogether. Your aim should be to build up, not break down. Non-constructive conversations have a way of coming out into the light; it is a very ugly look, and it creates a negative energy cycle.

Ask HR for advice: This is a last resort. You should always have enough managerial courage, integrity, and grit to speak with your boss directly and work things out. However, if you've tried everything and still haven't noticed any change, it might be good to get advice from HR or a senior mentor you within the company. Remember, your aim should never be to fling mud. Rather, it should be to find the best way to establish a dialogue that will help you and your supervisor learn and grow. Your aim is to get advice on how to optimally handle the situation. Your advisors may be able to help facilitate a resolution and offer suggestions on managing the matter.

Keep abundant documentation: Notes can help you offer clear, tangible feedback; the goal is figuring out better methods to collaborate. It is important to document any communication regarding the matter, such as conversations, emails, etc. Keep in mind- this isn't you amassing weapons or gathering proof to start a fight and cause damage. The objective is to be as specific and succinct as you can when speaking directly with your supervisor. Worst case, if things just don't get better despite numerous sincere and goodwill attempts, and if they are obviously having a bad influence on your job, reputation, and brand, documentation will help.

Look after yourself: This is obviously not a good situation. Most of us have faced it and might have to again before we can move on from the relationship—via retirement, relocation, changing jobs, etc. Dealing with a manager that won't support you can be upsetting and difficult. At the end of the day, you must always put your personal needs and wellbeing first. Setting limits, figuring out how to handle stress, and asking friends and family for assistance are a few examples of how to do this. You might need to look for another business, neighborhood, or employment. There is no predetermined "til death do us part" bond in this situation. It's acceptable to request assistance when necessary, and your manager could value the constructive critique (again, always approach this in a positive way to build up and make things better). Always assume that your supervisor has good intentions and that all you need is alignment as you approach this topic.