When considering a job opportunity, it’s easy to focus on the company name, salary, and benefits. But one of the most important factors in your day-to-day experience is often overlooked: your manager.
The person you report to has a significant impact on your growth, job satisfaction, and long-term career trajectory. The interview process is not just an opportunity for employers to evaluate you! It’s also your chance to assess them.
Why Your Manager Matters So Much
A strong manager can accelerate your career, provide mentorship, and create an environment where you can do your best work. A poor manager, on the other hand, can lead to frustration, lack of direction, and burnout (even in an otherwise strong organization). That’s why it’s critical to pay attention to how a potential manager communicates and interacts during the interview process.
Early Signals to Watch
The interview process often reveals more than candidates realize. Pay attention to how organized and communicative the process is. Are interviews scheduled efficiently? Do you receive clear instructions and timely follow-up? Disorganization at this stage can sometimes reflect broader issues within the team.
Notice how the manager speaks about their team. Do they give credit to others and speak with respect? Or do they focus primarily on their own role and accomplishments? These subtle cues can offer insight into leadership style.
Communication Style Matters
Strong managers communicate clearly and directly. During the interview, they should be able to explain what’s expected of you, your responsibilities, and the team dynamics. If answers are vague or inconsistent, it may show a lack of clarity within the role itself. It’s also worth noting whether the conversation feels like a two-way dialogue. Good managers are often curious. They ask thoughtful questions and show genuine interest in your experience.
Red Flags to Take Seriously
Some warning signs are more obvious than others. If a manager speaks negatively about current or former employees, it can indicate a lack of accountability. Similarly, unrealistic expectations should be taken seriously. This could include, for example, consistently working long hours without clear boundaries. Another red flag is an inability to share success metrics. If a manager cannot explain what success looks like in the role, it may signal a lack of direction.
Questions You Should Be Asking
Interviews are an opportunity to gather information, not just provide it. Consider asking questions like:
- How do you typically support your team’s professional development?
- How do you provide feedback?
- What does success look like in this role after six months or a year?
The answers can provide valuable insight into how the manager leads and what you can expect day to day.
Trusting Your Instincts
Beyond specific answers, pay attention to how the interaction feels. Do you feel comfortable asking questions? Does the conversation feel respectful and engaging? While no interview will provide a complete picture, your instincts can be a useful guide.
Choosing the right role includes evaluating the people you’ll work with every day. With these tips, you can make more informed decisions and position yourself for long-term success.