“Everyone who’s not a manager is the best manager ever. If you’re not managing people, it’s easy to be a people manager.”
This is a quote I wrote down from a panel discussion I listened to at the recent Next.io conference.
It’s easy to have opinions about how people should manage. When you’re not the one in the role, it can feel obvious what the right thing to do is. But the truth is, people management looks a lot simpler from the outside.
It’s one of those things that most of us assume we’ll just figure out. You get promoted, the title changes, and suddenly you’re responsible for people as well as outcomes. No one hands you a toolkit. No one gives you a manual. Yet managing people well takes a completely different skill set to being good at your job.
And that’s why we see so many new managers feeling overwhelmed or unsure. Not because they’re not capable, but because we haven’t set them up with the right kind of support.
As Simon Sinek puts it, “A boss has the title. A leader has the people.” That shift from being an individual contributor to becoming someone who supports, guides and develops others, is huge and it deserves real attention.
So what helps?
Here are a few things that can make a big difference when stepping into a people management role, or even just thinking about it.
1. Learn the basics of people skills, not just leadership theory
The essentials really matter. Listening well. Giving clear feedback. Handling difficult conversations with calm and clarity. Creating boundaries without losing trust. These are the day-to-day building blocks of leadership and they can be practised and learned.
2. Make time for relationships
Being a good manager is as much about connection as it is about strategy. Creating space for regular check-ins, asking how people are doing (and really listening), and taking time to understand their drivers all go a long way. People rarely remember the targets you set, but they’ll remember how you made them feel along the way.
3. Set clear expectations early on
Clarity is kind. It’s better to take the time to explain what’s expected, what success looks like, and how you work as a manager than to assume people already know. And that applies to everything from priorities to processes.
4. Understand that there are different career paths
Not everyone wants to lead people, and that’s completely okay. There should be space for specialists to grow in their roles without needing to become a manager. Recognising this and offering both paths, leadership and expertise, allows people to grow in the direction that suits them best.
5. Keep learning and reflecting
Great managers don’t just learn once. They keep learning. Through conversations, mistakes, feedback, and reflection. They stay curious and open. That’s what makes them human. That’s what builds trust with their teams.
Leadership doesn’t have to be about perfection. It’s about consistency, growth and presence. When businesses create the space for managers to learn and develop in a safe, supportive way, it shows. Teams work better. Communication improves. People feel seen and valued. And most importantly, managers stop feeling like they’re trying to figure it all out alone.
