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Managers talk

For aspiring leaders—manager tips and discussions

Khairul Adha · 4 Nov 2025

inManagers talk

Life is truly unfair at times. But forget it so long you are in Singapore dont fall into the bosses trap that they truly care for your well being or Welfare. Don trust because all those are merely lie.

Community User · 14 Aug 2025

inManagers talk

Got two strong personalities on my team who are like oil and water, and it’s turning into a reality show! 😅 How do you mediate without getting caught in the crossfire? I really want to keep the peace and prevent their tension from dragging the whole team down. It’s exhausting trying to play referee all the time! If anyone’s been in a similar boat, I’d love to hear your tips for diffusing the situation and fostering a bit of harmony in the team. Honestly, their bickering is getting out of hand

Secure_adforsure · 2 Jul 2025

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.

William · 26 Jun 2025

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.

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?

zeropercent00 · 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?

Your Introvert Gal · 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?

Community User · 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?

Voon · 5 Mar 2025

inManagers talk

Middle managers, what are the biggest risks you’ve faced when rolling out change initiatives? Here’s what I’ve learned so far: 1. Give line managers a real say so they feel invested, not sidelined. 2. Let them prep by sharing info early, no one likes being blindsided by their own team. 3. Equip them with actual change leadership skills so they’re set up for success. Anything else I’m missing? Would love to hear your tips or lessons from the trenches!

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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