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Managers Talk

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Johari · 17d ago

inManagers Talk

Thinking of stepping down from my manager role. I’ve been holding this position for almost 3 years and while I’ve learned a lot, the pressure is just too much lately. I find myself constantly stressed and dreading work. Has anyone ever voluntarily downgraded before? Did you regret it or feel relieved? I know it might look bad on paper, but my mental health is not great right now.

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William · 23d ago

inManagers Talk

Hi, everyone.I’m seeking a role in operations, customer service, or marketing support. With a background in Marketing Management and Hospitality, and hands-on experience in F&B and retail—including a recent internship at Shangri-La Singapore—I bring a strong focus on service, teamwork, and adaptability. I'm available to start work from 15 June 2025.

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Community User · 19 Jun 2025

inManagers Talk

How do you manage expectations from upper management when you’re still struggling with self-doubt? I was only supposed to be acting manager, but it’s been a year and they never hired anyone else. I’ve been told to be more stern and decisive, but honestly I don’t feel like I have what it takes. I didn’t want this role in the first place, but I stepped up because someone had to. Now the pressure’s mounting and I’m starting to question if I’m really cut out for leadership. What should i do?

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Community User · 17 Jun 2025

inManagers Talk

I'm managing a team, but I got this one senior staff who's been with the company longer than me. They’re resistant to change and often undermine my decisions. It’s tough to navigate because I don’t want to step on any toes, but I also need to lead effectively. How would you handle this situation without causing tension within the team and upper management, and what’s the best way to get them on board with new ideas and earning their respect for your position?

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Community User · 21 May 2025

inManagers Talk

Got feedback from my team recently, they think I’m too rigid with how I run things. 🫠 Truth is, I am open to improving… but some suggestions feel more like personal jabs than real solutions. 🙄 I don’t believe in changing my whole style just to please everyone, especially when the team’s performance hasn’t dipped. But I also don’t want to come off as defensive or dismissive. Any other managers out there ever faced this? How do you acknowledge feedback without compromising what you know works?

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Ryan · 15 May 2025

inManagers Talk

I keep telling my team my door is always open. I take the time to explain things, I repeat instructions when needed, and I’m always available if they need help. But somehow, I still get follow-up questions on things I’ve already covered. I genuinely don’t think I’m being unclear. At some point, I feel like they need to start trusting themselves more and take ownership. Am i wrong or do i need to babysit them in every project?

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Jy Jennie · 7 May 2025

inManagers Talk

Our company recently went through a merger, and I’m now managing a team that I didn’t originally hire. It’s been a bit of a challenge to build trust and get everyone aligned with the new leadership structure. I want to foster a positive team dynamic and ensure everyone feels supported under the new changes. Any advice on how to make this transition smoother?

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Cecille Fidelino · 28 Apr 2025

inManagers Talk

As a team lead, I believe in being honest with my staff but recently, our company’s been facing some tough challenges. I want to keep them in the loop without causing unnecessary panic or stress but I don't know how to do it subtly. It’s a fine line between transparency and keeping spirits high. How do you all decide what to share and what to hold back? I don’t want to sugarcoat, but I also don’t want to demoralise the team. Any advice from other managers?

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Jonas · 23 Jan 2025

inManagers Talk

One of my top performers is amazing at hitting targets and consistently delivers great results, but her attitude is bad within the team. Other team members have started to avoid them, and I’ve noticed morale dipping. I really value their contributions and don’t want to lose their performance, but I also can’t ignore the negative impact on the rest of the group. Has anyone dealt with this before? How do you handle it without making things worse?

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Pauline Lim · 24 Dec 2024

inManagers Talk

Anyone else dealing with the 'quiet quitter' phenomenon? I have this one team member who seems to be mastering the art of doing the bare minimum, and it’s driving me insane! How do you handle it? Do you confront them head-on, or try to subtly re-engage them? Or is it time to look for sneaky ways to nudge them out the door?