From the manager's POV, OP wants an exception to some policy (written or unwritten). If you want to get away with exceptions you need more than the normal adversarial relationship.
There is a larger argument about whether you should even need an exception for this case, but the remedy for that is to find another job if you can't live with it. However your working life will be a lot easier if you learn to work around inadequacies in your chain of management - no place of work will ever be perfect.
I think the thing that’s missing from this advice is a degree of compromise. Particularly if the policy is ‘unwritten’ aka the managers personal preference. Even with official policy many should be open to exceptions for good reason.
As an employee you won’t get latitude without pushing for it and often for minor things forgiveness can be better than permission. Which isn’t to say it’s a good idea to be adversarial or sneaky but that there is really no need to be walked on either.
I didn't focus on OP because he already knows what he wants. Most people need help emphasizing with the other person not with their own wants/desires and compromise requires empathy. There are situations where someone is being over-accommodating and getting walked over but I didn't get that from the tone of the question.
Asking forgiveness later is another advanced level topic but it generally goes hand in hand with a good working relationship that has already been established. Without that its a quick way to get reprimanded or fired.
Remember, at the end of the day you are spending time on this specifically to get what you want. Its not an altruistic act for your manager.
Asking for forgiveness implies that there’s no formal rule or communicated informal rule. If you already asked you’re not asking for forgiveness. You can’t reprimand or fire someone for breaking a non-existent rule without looking like a total asshole which is going to destroy morale.
No that's not what "ask for forgiveness later" means in this context. It means you are breaking the rules and know you are doing so - however you think the net outcome is worth it. Doing this consistently and not getting fired is really an art.
> From the manager's POV, OP wants an exception to some policy (written or unwritten). If you want to get away with exceptions you need more than the normal adversarial relationship.
No workplace is ever perfect but there is a difference between a manager who understands the reality of the situation and a manager who is a problem that needs to be removed.
The fact you feel ignoring unwritten policies is "special treatment" likely puts you in the latter camp.
> However your working life will be a lot easier if you learn to work around inadequacies in your chain of management
Usually, it is easier to find another job than endure poor management for extended periods of time.
I've only ever been an IC. It's interesting you assumed I was a manager. I've learned the tricks to get almost total freedom at work and wanted to share. Quid pro quo is the name of the game in business. You have to give something to get something and trust is everything.
You basically quoted word for word multiple times what a petty and vindictive manager I worked for about a year said repeatedly in almost all your posts.
There is a larger argument about whether you should even need an exception for this case, but the remedy for that is to find another job if you can't live with it. However your working life will be a lot easier if you learn to work around inadequacies in your chain of management - no place of work will ever be perfect.