What Employees Are Looking for Most from Their Managers

In today’s competitive tech and engineering job market, the relationship between employees and their managers is more important than ever.

Beyond salaries and perks, what employees value most often shapes their engagement, retention, and productivity.

Here’s a look at the key qualities and behaviours employees expect from managers, with a focus on creating an environment that motivates technical and engineering talent.

1. Clear Communication and Transparency

Employees want managers who communicate openly and consistently. In technical teams, where projects are complex and timelines are tight, clarity about goals, expectations, and priorities is crucial. Transparency builds trust and ensures that engineers and tech professionals understand not just what they are doing, but why it matters.

Managers who provide regular updates on organisational decisions, project changes, and strategic direction help employees feel included and valued.

2. Support and Guidance

Tech and engineering professionals often face challenging problems that require creative solutions. Employees look for managers who offer guidance without micromanaging, providing resources, mentorship, and advice while giving the autonomy to innovate and make decisions.

Support also includes recognising when workloads are excessive and helping teams prioritise effectively, which reduces burnout and maintains productivity.

3. Recognition and Appreciation

Acknowledging achievements – both big and small – is a key driver of motivation. Engineers and tech staff value feedback that is specific, timely, and tied to their contributions.

Recognition isn’t just about public praise; understanding individual preferences and celebrating successes in meaningful ways reinforces engagement and loyalty.

4. Career Development and Growth Opportunities

Even in specialist roles, employees want to know there is a path for advancement or skill development. Managers who invest in learning opportunities, mentorship, and exposure to new technologies or projects help retain top talent.

Providing stretch assignments, encouraging continuous learning, and supporting professional development demonstrates that managers are invested in their teams’ long-term success.

5. Fairness and Trust

Employees expect managers to be consistent, fair, and ethical in decision-making. In tech and engineering teams, this includes equitable distribution of projects, transparency in promotions and pay, and trust in employees’ expertise.

Trust also means giving employees the space to make mistakes and learn, which fosters innovation and continuous improvement.

6. Emotional Intelligence and Empathy

Technical and engineering roles can be high-pressure, requiring managers who understand and respond to their teams’ needs. Empathetic managers listen, adapt their approach to individual team members, and create a culture where employees feel safe raising concerns or sharing ideas.

Emotional intelligence strengthens collaboration, reduces conflict, and enhances overall team performance.

7. Creating a Positive Culture

Finally, employees value managers who contribute to a positive team culture. This includes encouraging collaboration, promoting inclusivity, supporting wellbeing, and celebrating successes collectively.

In tech and engineering environments, where work can be intense and detail-focused, a positive culture keeps teams motivated, engaged, and aligned with organisational goals.

Managers Are a Key Retention Factor

In competitive tech and engineering markets, managers are often the reason employees stay – or leave. Strong managers combine clarity, support, recognition, fairness, empathy, and a commitment to growth.

At IntaPeople, we understand how crucial effective management is in technical teams. We help organisations not only hire the right talent but also provide insights and guidance to develop leadership that retains and engages employees, ensuring long-term success for both individuals and companies.