Becoming a manager can feel like the next logical career step - or maybe the only career step at your organization. Before you say “yes," make sure you think about what you're getting into.

And if you’re already in a manager role and wondering, “Am I even cut out for this?” - you’re not alone. The below questions aren’t just for future managers. They’re just as helpful if you’re already managing and trying to figure out how to make it work better. 

Here are 7 key things to consider - plus how organizations can better support what being a manager actually looks like day to day.

1. Why Do You Want to Manage?

Sometimes we say yes to management because it feels like the right next move - or because we didn’t want to say no. But take a moment and ask:

• Do I want to be the one getting credit, or do I enjoy helping others get it?

• Do I like shaping how we work, or would I rather just do great work and follow the plan?

• Am I excited about the role itself, or more about the idea of “getting” the role?

Tip for organizations: Management shouldn’t be the only way to grow. Let’s stop making it the only path that feels like a promotion.

If you’re already managing and feel disconnected, asking yourself why you said yes in the first place can help you remember your “why” with how you feel about leading, and how you actually lead.

2. Are You Ready to Let Go of Your Current Work?

Becoming a manager can mean letting go of some (or a lot) of the hands-on work you enjoy (or what you realized you enjoyed only after becoming a manager).

• What do you love about your current job?

• Can you delegate those parts and be okay with someone else owning them?

• How can you stay involved without getting so involved that your team doesn't get to really try it themselves, and you're working more than you'd like?

Tip for organizations: Leadership isn’t a side hustle. Make management a job - not just something folks tack on to their more-than-full-time “real” job.

If you're already in the role and feeling stretched too thin, this might be the place to think about - what are you still holding onto or getting involved in, and what could you hand off?

3. Are You Up for the "People Stuff"?

Being a manager often comes with more money and a bigger title - but it also comes with managing the people problems that come up at work. And lots of them.

• Supporting people you really like - and people that you might not.

• Navigating performance issues without burning bridges.

• Balancing what your boss wants with what your team needs.

• Helping your team reach goals when "real life" gets in the way.

Tip for organizations: Be honest about what the manager role really involves before asking someone to take it on.

Already in it and overwhelmed by the people part? That’s normal - and it might be time to shift from putting out fires to building better systems. The video has a tip to do that at the 6:00 mark.

4. Can You Coach, Not Just Solve?

Often, team members get offered a manager role because they were great at solving problems. But now you need to know how to help others solve theirs.

• What do you do well, and how could you teach someone else to do it?

• Who on your team could train others in their strengths?

• How can you support team members growing - without compromising the quality of work or just taking everything on yourself?

Tip for organizations: Train managers on how to coach and delegate - not just try to do it all.

If you’ve been defaulting to “I’ll just do it,” shifting toward coaching can help your team grow - and take pressure off you. Asking your team, "what are things I'm involved in that you'd like to try?" can be a great question to start.

5. Do You See Performance Management Beyond the Annual Review?

Performance management isn't just a rating someone gets once a year. A good manager understands the need for team members to know how they're doing every day. You can consider:

• What feedback do you wish you got more of?

• How can you make goals clear and motivating?

• What support would help the team get there?

Tip for organizations: People are more invested in goals they help shape - so bring them into the process.

Already managing and stressing about performance review season? Start by asking your team members "Do you know what's expected of you and how you're doing against those expectations?" You might be surprised with the answers. 

6. How’s Your Time Management?

You may be used to trying to having a to-do list but just getting done what you can during the day. You might have your own way of doing that. But as a manager, you’ll need to prioritize and plan so your team knows how to get your support and guidance.

• How do you currently manage your time?

• What new goals would you have as a manager?

• How can you support your team without working 36-hour days?

Tip for organizations: Give managers opportunities to talk about what’s working - and tools to manage their time realistically.

If you're managing and feeling constantly behind, it's not just you - most people feel the exact same way. But getting intentional with your time - and using your calendar to do it - can be one of the best resets. You can see "Am I having regular time with each team member so they're not trying to chase me down when I can squeeze it in?"

7. Are You Okay with Not Being Perfect?

Being a good manager isn’t about having all the answers. It’s about being human and showing up for your team. Things you can do include:

• Remembering that your team is human - and caring not just about their work, but their lives.

• Communicating what you know and don’t know. It builds far more trust than skipping over things when you're not certain.

• Asking questions, then actually listening to the answers.

• Asking yourself, ‘How would I want to be treated in this situation?’ - then using that as your guide, while staying open to adjusting based on what your team needs.

Tip for organizations: Create sessions for managers to share challenges and learn practical, real-world strategies.

Already leading and feeling like you're not doing enough? Most managers feel that way - but know that your willingness to care and learn already sets you apart.

Final Thought: Caring Is the First Step

If you’re reading this and asking these questions? You’re already headed in the right direction. Whether you’re considering a manager role or trying to figure how to do your best in the manager role you already have, reflection and action go hand in hand.

If you're looking for more resources, I share bonus tips every week in my free Manager Method newsletter, and if you’re ready to build (or rebuild) your confidence and leadership skills, my Manager 101 course gives you practical tools to lead well. If you're with an organization as an HR or People leader, check out our Manager 101 packages - they include everything you need to roll it out with a group of managers. You'll get robust materials to run the sessions I talk about in this blog and video, reinforce the learning, and create the opportunities for managers to learn from one another.

Learn more at Manager Method anytime.