Don’t Be That Manager!

Whether you’re fresh to management or stepping into a new team, being a great leader isn’t about titles—it’s about how you make your team feel. The good news? You don’t need to be perfect, just intentional. The bad news? If you’re careless, you might find HR on speed dial or your team members polishing their résumés.

Here’s how to be a manager people respect and actually want to work with, not one they avoid at all costs.

1. Communicate Like a Human (Not a Robot)

No one likes to guess what their manager wants. Be clear, concise, and approachable.

• What to Do: Set regular check-ins and share expectations early.

• Avoid This: Vague instructions like, “Just do what feels right.” Spoiler: That rarely works.

• Pro Tip: Two ears, one mouth—listen more than you speak.

2. Respect Boundaries (And Lunch Breaks)

Your team isn’t on call 24/7, and they shouldn’t feel guilty for having lives outside work.

• What to Do: Encourage work-life balance. If your team is burning out, step in.

• Avoid This: Sending late-night emails with “urgent” in the subject line—unless it truly is. Remember, the Right to Disconnect.

• Pro Tip: Lead by example. Log off on time and don’t glorify overworking.

3. Feedback: Give It, Take It, Use It

Feedback isn’t just a performance review box to tick—it’s a two-way street.

• What to Do: Share constructive feedback regularly and ask for it in return.

• Avoid This: Saving all criticism for annual reviews. No one wants a “surprise” evaluation.

• Pro Tip: Use examples, provide timely feedback, and offer support and guidance.

4. Stop Micromanaging, Start Trusting

Nothing says “I don’t trust you” like hovering over every email your team sends.

• What to Do: Delegate tasks and give autonomy.

• Avoid This: Double-checking or redoing every project. It’s exhausting—for everyone.

• Pro Tip: Focus on outcomes, not nitpicking every detail.

5. Handle Issues Swiftly and Fairly

Conflict happens. Ignoring it won’t make it go away—it’ll just grow.

• What to Do: Address problems head-on, with fairness and empathy.

• Avoid This: Taking sides without understanding the full story.

• Pro Tip: Involve HR or a neutral party for serious concerns to ensure objectivity.

6. Celebrate Wins (Big and Small)

Recognition isn’t about ego—it’s about motivation.

• What to Do: Celebrate milestones, acknowledge hard work, and show appreciation regularly.

• Avoid This: Only calling out mistakes. If your feedback’s all negative, morale will tank.

• Pro Tip: Tailor your recognition. Some love public praise; others prefer a quiet “thank you.”

7. Know Your People

Your team isn’t just a list of names on an org chart. Take time to understand their strengths, challenges, and career goals.

• What to Do: Ask about their aspirations and find ways to support their growth.

• Avoid This: Treating everyone the same without considering individual needs.

• Pro Tip: A simple “How’s it going?” goes a long way in building trust

It’s About Them, Not You

Being a manager isn’t about power or title, it’s about serving your team. Lead with empathy, clarity, and respect, and you’ll not only earn their trust but also create an environment where everyone enjoys coming to work.

Because no one wants to work for that manager, but everyone remembers the one who had their back. Be that manager.