Kouzes and Posner (2010) asked employees to describe the best and worst managers they ever had. With regard to the best, people said Integrity, good judgment, competent in their job, and the ability to explain why a team is doing what it is doing and why it matters (vision). Sounds like your previous manager checked all the boxes. I'd add one more to this list based on my experience - having a 'bring you along' manager who not only sets high-standards and pushes you to reach them, but is the one standing behind you doing the pushing, or standing over you lending a hand to pull you up when you fall down.
Just wanted to understand your perspective over how to choose a great manager? As you mentioned, it’s quite important to have a good manager but the base of it gets decided on what team and company you get to join. A lot of young engineers like myself, fail to access thing. Any tips on what to ask and access while choosing your manager, team and company. Thanks in advance!
The best signal you can get comes from people who report to that manager. They are less-biased on average and can speak from experience.
I like to ask questions about transparency, career growth support, and if they have enjoyed working with the manager.
Some companies let you meet people on the team before committing. Take advantage of those opportunities since you have leverage while they are trying to close you.
Nice article. I don’t mean to be mean or to excuse the manager here but:
> I had a friend who never had a clear picture of what he needed to do to get to Senior (IC5) at Meta. He was strung along for years without clear guidance…
I have a hard time imagining that one couldn’t find clear guidance about progression at Meta of all places. You want your manager to be a big part of this, of course, but what was stopping him from finding this information himself? I don’t even work there and imagine I’d be able to find out what the desirable traits and outcomes would be for that level. Are we not leaning (at least a little) too heavily on any one manager here?
Sometimes managers are tentative with clarity and transparency because not everyone receives feedback with the same self-awareness and vigor as you do. Recognize that you had a role to play in that exceptional manager's relationship with you.
Out of curiosity, if you were in your friend’s shoes where your manager wasn’t giving you clear communication, what would you do?
(I appreciate you mentioned in the article that you have never been in this situation, but it would be nice to get this insight because how your manager behaves is largely out of your control, and you wouldn’t want to waste years being strung along like your friend)
If my manager wasn't clear about how I could grow even after I asked, I would find mentors on other teams for perspective.
Talking with people on other teams can give you unbiased insights. You can get second opinions on what growth to the next level looks like to debug your career growth plan.
Kouzes and Posner (2010) asked employees to describe the best and worst managers they ever had. With regard to the best, people said Integrity, good judgment, competent in their job, and the ability to explain why a team is doing what it is doing and why it matters (vision). Sounds like your previous manager checked all the boxes. I'd add one more to this list based on my experience - having a 'bring you along' manager who not only sets high-standards and pushes you to reach them, but is the one standing behind you doing the pushing, or standing over you lending a hand to pull you up when you fall down.
Hi Ryan, great article.
Just wanted to understand your perspective over how to choose a great manager? As you mentioned, it’s quite important to have a good manager but the base of it gets decided on what team and company you get to join. A lot of young engineers like myself, fail to access thing. Any tips on what to ask and access while choosing your manager, team and company. Thanks in advance!
The best signal you can get comes from people who report to that manager. They are less-biased on average and can speak from experience.
I like to ask questions about transparency, career growth support, and if they have enjoyed working with the manager.
Some companies let you meet people on the team before committing. Take advantage of those opportunities since you have leverage while they are trying to close you.
Nice article. I don’t mean to be mean or to excuse the manager here but:
> I had a friend who never had a clear picture of what he needed to do to get to Senior (IC5) at Meta. He was strung along for years without clear guidance…
I have a hard time imagining that one couldn’t find clear guidance about progression at Meta of all places. You want your manager to be a big part of this, of course, but what was stopping him from finding this information himself? I don’t even work there and imagine I’d be able to find out what the desirable traits and outcomes would be for that level. Are we not leaning (at least a little) too heavily on any one manager here?
> You want your manager to be a big part of this, of course, but what was stopping him from finding this information himself?
I agree with you. Taking ownership of your own growth is the best way to go about it.
That friend wasn't doing everything optimally, but also if their manager was a bit more clear/explicit that always makes it easier.
Thanks much 👍
Happy to Turgut!
Sometimes managers are tentative with clarity and transparency because not everyone receives feedback with the same self-awareness and vigor as you do. Recognize that you had a role to play in that exceptional manager's relationship with you.
Agreed, that's a good point Graeme. There are two sides to the relationship
Thanks for writing this article, Ryan!
Out of curiosity, if you were in your friend’s shoes where your manager wasn’t giving you clear communication, what would you do?
(I appreciate you mentioned in the article that you have never been in this situation, but it would be nice to get this insight because how your manager behaves is largely out of your control, and you wouldn’t want to waste years being strung along like your friend)
If my manager wasn't clear about how I could grow even after I asked, I would find mentors on other teams for perspective.
Talking with people on other teams can give you unbiased insights. You can get second opinions on what growth to the next level looks like to debug your career growth plan.