21 things great managers wish their team understood
Your team needs to hear these
Morning team, happy Tuesday!
I had a request from one of our In The Making community members, Libby. She said something that really stuck with me:
“I think managers get a bad reputation online, and it can sometimes feel like a battle trying to prove you’re not a bad manager, that you’re genuinely trying to be a great leader.”
And she’s right.
Managers often spend a huge amount of time thinking about how to support their team, but very little time actually saying those things out loud. And showing their team how to be good team members.
Work moves quickly, conversations stay focused on tasks, and the bigger messages about trust, expectations, growth, and support often go unsaid.
Over time, that silence then creates guesswork. Team members start filling in the gaps themselves, sometimes assuming the worst.
So this week, we’re doing something a little different.
Below are 21 things us managers wished our teams knew, but we don’t always get the chance to say clearly.
I’m writing it as a list beacuse so you can use them as a starting point for a conversation with your team.
Sometimes the most powerful leadership move is simply saying these phrases outloud to them, so they don’t have to fill in the blanks.
And while this list is written from a manager’s perspective, it’s also a good moment for a bit of reflection. Some of these are things our own leaders might quietly wish we understood too.
So with that in mind…
Here are 21 things your manager probably wants you to know.
21 things your manager wants you to know
If you’re stuck, tell me earlier rather than later. Small problems are easy to fix.
When you bring a problem, bring an idea for a solution too.
I do notice the effort, even when the result isn’t perfect.
If you disagree with something, I’d much rather hear it than have you quietly resent it.
You won’t lose respect by asking questions, but you might by pretending you understood something you didn’t.
If something takes longer than expected, letting me know before the deadline goes a long way.
You don’t need to CC me into everything to prove you’re working.
I’m juggling more context than it probably looks like. If something seems odd, there’s often a reason behind it.
Not every piece of feedback is a huge deal. Sometimes it’s just a small tweak.
I genuinely appreciate it when someone takes initiative without being asked.
When meetings run well, it’s usually because you came prepared.
If something feels frustrating to you, chances are it’s frustrating to me too.
If you tell me what you want to learn or get better at, I’ll look for opportunities to help you practice it.
Your attitude on difficult days has more impact on the team than you might realise.
When you own a mistake quickly, it actually increases my trust in you. Please don’t try to pretend it didn’t happen.
The people who progress fastest are usually the ones who ask for feedback, not just wait for it.
I want you to succeed here. Your growth makes the whole team stronger.
If something feels confusing in a process, it’s probably confusing for others too. Pointing it out helps us improve the system.
The small things you follow through on are often what build the most trust over time.
Sometimes I’m under pressure from above too. I’m doing my best to balance that while still backing the team.
Just like you, I’m learning as I go too.
Drop a comment, I’d love to know which one resonated with you the most and why…
Peace,
H
P.S. I’m running our next free community online masterclass in 2 weeks time, more details coming later this week
But if you want to have a sneak peak, check it out and register here
#18 resonated with me. I tend to tackle this by bringing a solution that lends clarity as opposed to just being a squeaky wheel