When an engineer steps up to manage the very team they once worked alongside, something shifts overnight. Yesterday, you were a peer. Today, you’re the authority. That change can feel uncomfortable—not just for you, but for your teammates as well.
The key to navigating this transition lies in trust. If your team trusted you as a peer, your job as a manager is to preserve and strengthen that trust. That means staying humble, setting clear expectations, and mastering the art of feedback—both giving it and receiving it.
Why Feedback Matters Even More Now
As a manager, your words carry more weight than before. A casual comment that once felt like peer-to-peer banter can now feel like judgment. At the same time, your silence can be misread as approval. Clear, timely feedback ensures that no one is left guessing about what good looks like.
Just as important: you need to ask for feedback. Being open to hearing how your leadership is landing shows humility and creates psychological safety. It proves you’re not above the team—you’re there to grow with them.
Practical Tips for Giving Feedback
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Be specific, not vague. “You need to communicate better” is unhelpful. “In yesterday’s standup, the team didn’t understand your update. Try adding more detail next time” is actionable.
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Balance reinforcement and correction. Feedback isn’t only about pointing out what’s wrong. Double down on what’s working so your team knows what to repeat, and appreciate team members frequently.
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Deliver it quickly. Don’t save feedback for a formal review. Share it as close to the moment as possible, when it’s fresh and meaningful.
Practical Tips for Receiving Feedback
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Ask regularly. Don’t wait for performance reviews. After a sprint, ask: “What’s one thing I could do better as your manager?”
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Listen without defending. Resist the urge to explain yourself right away. Show that you value the input, then reflect and decide how to act on it.
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Close the loop. If you act on feedback, let your team know. It shows you take their words seriously.
3 Things You Can Practice This Week
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Give one piece of positive feedback today. Tell a team member specifically what they did well and why it mattered.
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Ask for feedback. In your next one-on-one, ask: “What’s something I could adjust to make your work easier?”
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Write down expectations. Pick one area where your team needs clarity and document what “good” looks like. Share it openly.
When you embrace feedback as a two-way street, you transform authority into trust. By staying humble, being clear, and showing that you’re still willing to learn, you’ll not only earn respect—you’ll become the kind of leader your team wants to follow.