The relationship between a manager and an employee is often overlooked as a factor in workplace satisfaction. While discussions about company culture, learning, benefits, or career growth dominate conversations, none of it matters if your line manager drives you to quit. The person you report to can significantly shape how supported, valued, and motivated you feel in a role, so having a good boss is vital to your own success.
This is why a common saying rings true across most industries, especially in office settings: "People don’t leave bad jobs; they leave bad managers." Many workers will choose to stay in challenging, demanding roles under great managers because they feel valued and supported. Conversely, people will often walk away from seemingly perfect positions with hybrid flexibility, excellent pay, and exciting projects if their manager sucks the joy out of work.
My best managers have fostered trust, communicated clearly, and treated employees with respect for their abilities. They don’t need to be perfect, but they should be invested in your growth and wellbeing. But how do you identify whether a manager is good (or not) before it’s too late? Thankfully, there are clues if you know where to look, sometimes as early as the application process.
The Pre-Interview Stage
I’ve found the first signs often emerge during the pre-interview stage. Managers who genuinely value their team tend to communicate clearly and professionally from the start. Pay attention to how they handle email exchanges or preliminary communications. Are they acknowledging your application thoughtfully? Is their response clear on timelines and next steps? A manager who invests time and energy early on usually exhibits these same qualities later. Gut instinct can be more useful than all the careful wording in the world at this stage.
Red flags can be spotted just as easily. Managers who seem vague, distant, or unengaged during the application process likely won’t change their approach after you’re hired. For example, I’ve been sent generic messages without addressing my actual questions about roles many times early in interview stages, where emails seem rushed. It signals a lack of communication skills, which may become a frustration down the line. Good management starts with small, consistent efforts that are visible even in the early stages.
The Interview is a Two-Way Street
The interview itself is an even better opportunity to gauge whether a potential manager and their style are right for you. This is as much your chance to evaluate them as it is their chance to evaluate you. Trust your instincts during the conversation. Do they make room for you to speak and listen attentively to what you’re saying, or are they focused on running through a checklist? Are they giving thoughtful responses to your concerns, or do they brush past them?
Certain characteristics almost always translate into strong managerial relationships. Managers who are clear about role expectations, timelines, and company goals create environments where you can thrive. Additionally, an empathetic leader who tries to understand what drives and challenges their employees will be more invested in their team. Commitment is two way, and a manager that puts in as much or more work than you is one to follow.
Good vs. Bad
Still, everyone’s view of a “good” manager differs slightly. However, bad management traits are almost universal, and they tend to be easy to spot if you pay attention. Poor communication, dismissive behaviour, controlling tendencies, a lack of clarity around expectations, or an inability to listen and adapt are all warning signs to steer away from.
When considering your next role, remember that you’re not just choosing a job description; you’re choosing the person who will shape your day-to-day working life. Choose wisely, because the right manager can be the difference between thriving versus just surviving.