Updated September 2026: in June 2020 my manager asked me to work on his own suggestions for a deck, then pulled out of the client-facing call minutes before it started, leaving me alone to defend slides the onsite team found irrelevant. I have rewritten it into advice for presenting work you were directed to do when the person who directed it is absent.
My manager added new suggestions, and I built them, trusting he would join the call and explain the thinking. Minutes before the call he said he could not attend because of personal work. I was left alone. Early in the call, the onsite team grew angry that the slides did not contain what they had asked for.
What should you do when your manager drops out?
Before the call, if you have a few minutes, ask them for the one or two reasons behind their suggestions, and whether you can say the slides were at their direction. That short exchange gives you something to stand on.
How do you handle criticism of slides you did not choose?
- Stay calm and factual: "These slides were added to cover X; I understand they are not what you need."
- Do not blame your manager in front of the client-side team, but do not claim the decision as yours either.
- Refocus on their needs: "Can we confirm the three items you want, so I can update today?"
What should you do after the call?
Send the onsite team a summary of the requested changes and a delivery time. Then speak to your manager privately with the feedback, factually: what was criticised and what has been agreed. Ask that in future, suggestions are checked with the onsite team before building.
How do you avoid being left alone again?
Agree who presents which parts before building them. If a manager directs content, ask them to present it or to join for those slides. And confirm the client's priorities before adding anything new, so the question of defending extra slides does not arise.
Should you escalate a manager's absence?
Once, rarely. Emergencies happen. If it becomes a pattern of directing work and then not standing behind it, raise it calmly with your manager first and, if needed, with their manager.
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