No one's born knowing how to be a great manager. It’s something you learn over time - sometimes the hard way. But we can make it easier. If you’ve ever thought, I wish someone had told me that sooner, you’re not alone. Here are nine things every manager should know to lead with confidence, communicate clearly and make the impact on your organization and team members.

1. Know Your HR Contact

You might assume everyone knows who to reach out to in HR, but that’s not always the case. As a manager, you need to know who your HR (or People, People Ops, Talent Management or other title) contact is and how to reach them when people-related questions come up. If you’re unsure, find out now - before you need them.

HR Tip: If your teams don’t know this, make sure they do.

2. Understand What HR Can (and Can’t) Help With

HR teams handle a range of responsibilities depending on the organization. Some focus on recruiting and onboarding, while others deal with performance management, benefits or even unexpected “You won’t believe this” situations. Knowing what HR can help with makes your job easier - and helps your team get the support they need.

3. Your Employees Need HR, Too

Many employees only interact with HR when something goes wrong. But HR should be a helpful resource, not just a last resort. Help your team understand how HR can support them and advocate for scalable resources that make common questions (like benefits or "who do I call for XYZ") easier to access.

4. How You Respond Matters More Than Having All the Answers

Your team doesn’t expect you to be perfect. But they do notice how you respond to their questions or concerns. If an employee asks about parental leave or a disability accommodation, they may have spent hours practicing what to say. If they ask a simple process question, they may be worried about looking uninformed. A sigh or sharp tone can stick with them longer than you realize.

If you don’t have the answer right away, that’s okay - what matters is showing that you care.

5. Just Because You Can Doesn’t Mean You Should

Managers often ask, Can I cancel a shift last-minute? Can I deny PTO? Can I require overtime? The legal answer depends on where you are - but even if something is technically allowed, that doesn’t mean it’s a good idea. Your decisions impact real people, and their reactions shape how engaged (or disengaged) they’ll be moving forward, and how long they'll want to stay with your organization. Choose wisely - because choices have an impact beyond just the immediate moment.

6. “Culture Fit” Is a Risky Phrase

Saying you didn’t hire or promote someone because they weren’t a “culture fit” sounds harmless - until you’re explaining it to someone who asks "what exactly does that mean?!" Hiring, promotions, and performance decisions should always have clear objective reasons backed by examples. If you can’t explain a decision in a way that would make sense to others (yes, including a jury), rethink it.

7. Before Firing Someone, Talk to HR

Sigh (Yes, I can hear you through the screen!). Managers often think that HR just slows everything down. But if talking to them means you have to pause, it's usually for a good reason. It's important that every employment decision, from the beginning to the end of employment (and everywhere in between) be fair, with all circumstances considered. This is especially true if an employee is let go from employment after requesting medical leave, reporting an issue or raising a concern. In many cases, HR may have had no idea these happened - with a manager saying right back, "You never asked!" Protections can vary by applicable law and the overall circumstances. Before making any termination decision, ensure HR is fully (not partially) in the loop.

8. You’re a Real Character in Your Employees’ Lives

Leadership isn’t just about big decisions: it’s in the everyday moments. How you interact with your team impacts their work and their lives outside of it. If you want to be the kind of manager whose employees go home happy (not stressed and short-tempered with their families), be intentional about your choices. The way you communicate, give feedback and handle challenges shapes not just your team’s productivity, but also their well-being. Small moments - like how you respond to a mistake or acknowledge effort - can make all the difference in creating an environment that your team members' family and friends want them to be at.

9. Talk About When Employees Make Mistakes, Not If

Mistakes will happen. If you never talk about them, then when they do, your team might spend more time stressing about how to break the news than actually fixing the issue. Normalize conversations about learning from mistakes, and share your own experiences.

Get Practical Manager Training

Being a great manager isn’t about having all the answers - it’s about supporting your team, communicating clearly and making decisions that make sense. These tips will help, but there’s always more to learn. Check out Manager 101 to use your professional development budget to grow your skills as a manager. If you're in HR, you can learn about our Manager 101 packages, that allow you to roll it out to your managers along with live manager cohorts by using our Rollout Toolkit, which provides everything you need to lead impactful sessions that truly stick.