{ "media_type": "text", "post_content": "it's my first time managing people and having direct reports.. Any advice or tips? What were some challenges and how did you overcome them? Ever have any direct reports that didn't work at the level you wanted? What did you do as a manager to be a better leader? Please help! Comments or thoughts. Anything will be much appreciated! Thank you!", "post_id": "60d510411cdfda002fbc0eb4", "reply_count": 9, "vote_count": 13, "bowl_id": "5565cfca8b2b9a03009acf57", "bowl_name": "Advertising", "feed_type": "crowd" }

it's my first time managing people and having direct reports.. Any advice or tips? What were some challenges and how did you overcome them? Ever have any direct reports that didn't work at the level you wanted? What did you do as a manager to be a better leader? Please help! Comments or thoughts. Anything will be much appreciated! Thank you!

likeuplifting
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You manage in three planes - up [your manager] down [direct reports] and across [your peers in other groups]. You are now judged on the totality of output from you and your team. Your goal is to maximize that and using your team to help you get there.

Some people say a managers job is to set expectations and break down barriers [depends on the situation - I sometimes agree].

Be deliberate and conscientious. think about - what can I do to be a better manager ?

Work with them to set goals - even if HR or your manager doesn’t require it. I usually do it 2x a year.

Think about the managers you admire and respect - emulate characteristics from them.

Think about managers you didn’t like and why - avoid doing that if you can.

Give them projects at their level or slightly above - set them up to success. it’s ok to let them fail - sometimes you have to fail to learn.
but fail safely!

Don’t micromanage if you don’t have to. don’t manage everyone the same. be as hands on as you need to be. [and yes, I have had to micromanage and it was awful] You manage to the individual and the situation.

The my don’t need to like you, but they need to respect you.

Do regular checkins on the work but also checkins on their growth, goals, etc.

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Feel like I leave this comment every time this comes up, but it resonates and is simple to remember.

Give credit, take blame.

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Everything VP1 said + When they look good you look good so help them succeed and tout their achievements to the powers that be.

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Following bc I need this advice too

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Take credit. Hand out blame.

funny

Empathy, understanding, and regularly checking in are always nice qualities! But draw on your own experience — who’s been a good manager to you? What did they do right?

I’ve learned, as a manager, that I don’t necessarily relate to how my reports concept, design, or manage their time, but I can always help to lead them in the right direction and give them opportunities to succeed and grow.

Be intentional about discussing their career and how they are doing/feeling. Avoid focusing on the last client call, status updates on the work. They should feel like they have dedicated time to focus on THEM, not the work.

Remember, they're people—real living, breathing human beings.

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