The Ultimate Guide to Hiring a Great Manager: What Every Business Owner Needs to Know

1. Understanding the Role: What Does the Manager Need to Do?

The first step in hiring a great manager is to clearly define what you need them to do. Different businesses have different needs, and a “one-size-fits-all” approach doesn’t work. A great manager’s responsibilities might vary depending on your industry, company size, and growth stage. So, you need to understand what key tasks and responsibilities you expect them to take on.

For instance, a manager at a fast-growing startup might be responsible for everything from hiring new employees to ensuring product development timelines are met. On the other hand, a manager at a small business might focus more on overseeing day-to-day operations and ensuring customer satisfaction. By understanding what the manager needs to accomplish, you can tailor your search to find someone with the right skill set and experience.

Key responsibilities could include:

• Team leadership: Are they good at motivating and inspiring a team to perform at their best?

• Problem-solving: Can they think on their feet and find creative solutions to challenges?

• Decision-making: Are they able to make decisions quickly and effectively, based on data and experience?

Understanding the specific role will help you create a clear job description and set realistic expectations for the manager’s performance.

2. The Key Traits to Look for in a Manager

When it comes to hiring a great manager, certain traits are essential, no matter what industry you’re in. While you want someone with relevant skills, experience, and education, it’s often these personal qualities and behaviors that make a manager stand out:

• Leadership Ability: A great manager must be able to lead by example. They should be able to set a clear vision for their team and motivate them to achieve goals. But leadership isn’t just about giving orders—it’s about being approachable, transparent, and fostering an environment where team members feel empowered to contribute ideas and take initiative. A manager who leads with integrity and empathy creates a positive company culture and ensures the team feels valued.

• Communication Skills: Communication is critical in any leadership role. A manager must be able to communicate expectations clearly, listen to team members, provide feedback effectively, and facilitate collaboration. Whether it’s communicating a company vision or giving constructive criticism, the manager’s ability to communicate can make or break team morale and productivity.

• Problem-Solving Skills: No matter how well you plan, problems will arise. A good manager doesn’t panic or shy away from challenges. They stay calm under pressure, assess the situation, and come up with actionable solutions. Whether it’s a conflict among team members or a business process that’s not working, a manager should have the ability to solve problems efficiently and effectively.

Beyond these traits, you’ll want to ensure that the candidate is aligned with your company’s values and mission. This is often a more challenging but equally crucial part of the hiring process. Look for a candidate who fits within your company’s culture and shares the vision of where you want the business to go.

3. Interviewing and Assessing: How to Ensure the Candidate Is the Right Fit

Once you’ve identified the traits and responsibilities you need from a manager, the next crucial step is the hiring process. It’s important to not only assess a candidate’s qualifications and experience but also to evaluate how they handle real-world situations, their problem-solving abilities, and their interpersonal skills.

Here are a few things to keep in mind when interviewing potential managers:

• Behavioral Interviews: Ask questions that require candidates to share examples of how they’ve handled past situ

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even the best employees can feel lost or frustrated.

2. Problem-Solving and Adaptability

No business runs smoothly all the time. Challenges will arise—whether it’s a customer issue, a bottleneck in workflow, or an unexpected drop in sales. A manager must be someone who thrives on problem-solving and is willing to adapt when things don’t go as planned.

For example, if a key supplier suddenly raises prices, does the manager immediately panic, or do they calmly evaluate alternative suppliers, negotiate better rates, or find a way to adjust pricing? If an employee is struggling with their workload, does the manager ignore it, or do they step in to offer solutions?

A great manager does not just identify problems—they find solutions.

Problem-solving requires a mix of analytical thinking, creativity, and decisiveness. Many business owners feel like they have to handle every issue themselves, but a strong manager can take the burden off your shoulders by addressing day-to-day challenges before they become major problems.

Here are some signs of a strong problem-solver:

• They don’t shy away from challenges.

• They make decisions based on data and logic rather than emotion.

• They can handle difficult conversations with employees and customers in a professional manner.

• They think outside the box to come up with innovative solutions.

One of the best ways to test for this skill when hiring a manager is to ask scenario-based questions in an interview. For example, you might ask, “What would you do if you noticed a top-performing employee suddenly becoming disengaged and missing deadlines?” Their response will tell you a lot about how they handle real-world problems.

3. Decision-Making and Accountability

One of the most important qualities of a great manager is their ability to make sound decisions quickly. In a business setting, delays can cost time, money, and opportunities. A manager must be someone who is comfortable making decisions based on data, experience, and intuition.

However, good decision-making goes beyond just choosing between options—it’s also about accountability. A great manager does not pass the blame onto others when things go wrong. They take ownership of their decisions, learn from mistakes, and continuously seek ways to improve.

Some key qualities of a manager with strong decision-making skills:

• They use data and evidence to support their choices.

• They don’t shy away from making tough calls.

• They communicate their reasoning clearly to their team.

• They take responsibility for both successes and failures.

Let’s say you run a retail store, and foot traffic has declined over the past three months. A strong manager won’t just shrug and accept that sales are down—they will take proactive steps to address the issue. They might analyze customer trends, adjust store layouts to make them more engaging, or launch a marketing promotion to attract new customers.

You want someone who doesn’t just report problems—they take action to fix them.

Defining Success for Your Manager

Once you’ve identified the key responsibilities of the manager’s role, you need to set clear expectations for success. Without measurable goals, a manager might struggle to understand how they are performing or what their priorities should be.

Some ways to define success include:

• Setting clear KPIs (Key Performance Indicators) such as sales targets, customer satisfaction scores, or employee retention rates.

• Having regular check-ins to discuss challenges, successes, and areas for improvement.

• Encouraging continuous learning and professional development.

When hiring, you should communicate these expectations upfront. Let potential candidates know what success looks like in your business so they can assess whether they are the right fit for the role.

Final Thoughts: Hiring the Right Manager for Your Business

The role of a manager is one of the most critical positions in any company. They are responsible for leading teams, solving problems, and making decisions that directly impact your business’s success. If you don’t take the time to define what you need in a manager, you risk hiring someone who isn’t equipped to handle the challenges of the role.

By focusing on leadership, problem-solving, and decision-making skills, you can identify the right candidate who will not only keep things running smoothly but also drive growth and improvement within your company.

A great manager is more than just a supervisor—they are a leader, a motivator, and a strategist. When you find the right person for the job, your business will run more efficiently, your employees will be more engaged, and your customers will have a better experience.

So, take the time to think through exactly what you need in a manager. Be clear about the responsibilities, seek out candidates with the right traits, and make sure they have the mindset and experience to succeed. Your business will thank you for it.

The Key Traits to Look for in a Manager

Many business owners focus heavily on a candidate’s experience and technical skills, which are important, but they often overlook the personal qualities that separate a good manager from a great one. The best managers aren’t just skilled professionals—they are strong leaders, communicators, and problem-solvers who bring out the best in their teams. These traits determine whether a manager can handle pressure, foster a positive work environment, and lead a team effectively.

Here are the most essential qualities to look for when hiring a manager:

1. Leadership Ability: More Than Just a Title

A great manager isn’t just someone with authority—they are a true leader. Leadership is about influence, vision, and the ability to guide a team toward a common goal. The best managers don’t lead with fear or micromanagement; they inspire and motivate their teams to do their best work.

A strong leader:

• Leads by example. They set the tone for professionalism, accountability, and work ethic. If they expect employees to be on time and perform at a high level, they should demonstrate those qualities themselves.

• Builds trust and respect. Employees follow leaders they trust. A great manager is someone who employees feel comfortable approaching with questions, ideas, and concerns.

• Encourages personal and professional growth. A good manager helps employees develop new skills, take on more responsibility, and grow within the company.

• Makes tough decisions. Leadership means making difficult calls when necessary. Whether it’s addressing underperformance, handling a conflict, or making strategic changes, a manager should be decisive while also being fair and thoughtful.

One way to assess leadership potential in an interview is to ask: “Tell me about a time when you had to lead a team through a difficult situation. How did you handle it?” Their response will reveal how they approach leadership and whether they take a proactive, problem-solving approach.

2. Communication Skills: The Foundation of a Strong Team

Great managers are excellent communicators. They don’t just tell people what to do—they create an open line of dialogue that fosters clarity, collaboration, and trust. Poor communication leads to misunderstandings, inefficiencies, and frustration among employees, which ultimately hurts your business.

A manager with strong communication skills:

• Clearly communicates goals and expectations. Employees should always know what is expected of them and how their role contributes to the bigger picture.

• Actively listens. Great communication isn’t just about talking—it’s also about listening. Employees should feel heard and valued, and a manager should be open to feedback.

• Provides constructive feedback. A good manager doesn’t avoid difficult conversations. Instead of criticizing employees, they offer guidance that helps them improve.

• Can communicate with different types of people. In a business, a manager will interact with employees, customers, vendors, and higher-ups. They should be able to adjust their communication style depending on the audience.

A great way to test a candidate’s communication skills is to ask: “How do you handle giving negative feedback to an employee?” Their answer will show whether they can balance honesty with empathy.

3. Problem-Solving Skills: The Ability to Adapt and Overcome Challenges

No matter how well-organized a business is, problems will always arise. Whether it’s an unexpected dip in sales, an employee dispute, or a project that’s falling behind schedule, a manager needs to be able to stay calm under pressure and find solutions.

A strong problem-solver:

• Doesn’t panic. Instead of getting overwhelmed by challenges, they take a step back, assess the situation, and develop a plan.

• Is resourceful. They don’t wait for someone else to fix the problem—they take initiative and figure out how to get things back on track.

• Thinks critically. They analyze situations from different angles and make informed decisions based on logic, data, and experience.

• Can resolve conflicts effectively. Whether it’s a disagreement between employees or a difficult customer situation, a great manager knows how to de-escalate conflicts and find fair resolutions.

You can assess a candidate’s problem-solving ability by asking: “Describe a time when you faced an unexpected business challenge. What did you do?” Their answer will reveal whether they are quick thinkers who take initiative or if they struggle with problem-solving.

4. Emotional Intelligence: Managing People with Empathy

A great manager doesn’t just manage tasks—they manage people. That means they need high emotional intelligence (EQ), which is the ability to understand and manage emotions—both their own and others’.

Why does EQ matter? Because people work better when they feel valued, understood, and respected. Employees don’t just quit bad jobs; they quit bad managers. A great manager understands this and fosters a work environment where employees feel supported.

A manager with high emotional intelligence:

• Recognizes and regulates their own emotions. They don’t let stress or frustration cause them to lash out or make impulsive decisions.

• Understands what motivates employees. Not everyone is motivated by the same things. Some employees need encouragement, while others thrive on competition. A great manager knows how to adapt their leadership style to different personalities.

• Handles conflict with professionalism. When emotions run high, a great manager remains level-headed and focuses on resolving issues rather than escalating them.

One way to gauge emotional intelligence is to ask: “How do you handle an underperforming employee?” A great manager will describe a solution that involves clear communication, coaching, and support, rather than simply punishing the employee.

5. Cultural Fit: Finding Someone Who Aligns with Your Company Values

Skills can be taught, but cultural fit is something that should align from the start. A manager should believe in your company’s mission and embody its core values. If they don’t, it will be difficult for them to effectively lead your team.

For example, if your company values innovation and creative problem-solving, you don’t want to hire a manager who is resistant to change and prefers to stick to outdated methods. If your company emphasizes customer service, your manager should prioritize creating a great customer experience.

A good way to assess cultural fit is to ask: “What kind of company culture do you thrive in?” If their answer aligns with the way your business operates, they are likely a good fit.

Final Thoughts: Choosing the Right Manager for Your Business

Finding the right manager is not just about hiring someone with a great resume. It’s about finding someone who embodies leadership, communication, problem-solving, emotional intelligence, and cultural alignment. A great manager will not only help keep your business running smoothly but will also drive growth, inspire employees, and create a positive work environment.

Take your time in the hiring process. Ask the right questions, look for real-world examples of how they’ve handled challenges in the past, and trust your instincts. A great manager can transform your business, while the wrong one can create more problems than they solve.

When you find that right person, invest in their development. Support them, give them opportunities to grow, and watch as they help take your business to the next level.

Interviewing and Assessing: How to Ensure the Candidate Is the Right Fit

Hiring a great manager is not just about finding someone with an impressive resume. A manager’s impact on your business is far-reaching—they influence company culture, employee morale, customer satisfaction, and overall productivity. That is why the hiring process should go beyond just checking for experience and technical skills. You need to ensure the candidate has the right mindset, leadership abilities, and problem-solving skills that align with your company’s needs.

If you’ve ever hired the wrong person for a leadership role, you know how much damage it can cause. Poor leadership leads to disengaged employees, inefficiencies, and costly mistakes. But when you take the time to assess candidates properly, you’ll find a manager who not only runs the business smoothly but also helps take it to the next level.

So how do you make sure you’re hiring the right person? It all comes down to how you structure your interviews, what you look for, and how you test for real-world capabilities.

1. Use Behavioral Interviews to Uncover Leadership Skills

One of the most effective ways to evaluate a candidate’s leadership abilities is through behavioral interviews. Instead of asking generic questions like, “What makes you a good leader?” focus on getting real-life examples of how they’ve handled situations in the past.

Behavioral interview questions help you understand how a candidate reacts under pressure, how they handle conflict, and how they lead a team. Here are some strong examples:

• “Tell me about a time you had to deal with a difficult employee. How did you handle the situation?”

• “Describe a time when your team faced a major setback. How did you keep them motivated?”

• “Can you share an example of how you successfully led a team through a big change?”

These questions force candidates to give concrete examples, rather than just telling you what they think you want to hear. Look for responses that demonstrate emotional intelligence, decisiveness, and the ability to lead under pressure.

Another great follow-up question to ask is: “If you could go back and handle that situation differently, what would you change?” This will give you insight into their ability to reflect, learn, and adapt—key traits of a strong leader.

2. Test for Cultural Fit—Do They Align with Your Company Values?

Beyond skills and experience, one of the most important factors in hiring a manager is cultural fit. Even the most skilled manager can struggle if they don’t align with your company’s values, work ethic, or leadership style.

To assess cultural fit, consider asking:

• “What type of work environment helps you thrive?”

• “What’s your leadership philosophy?”

• “How do you handle disagreements within a team?”

If your company values collaboration but the candidate thrives in a highly individualistic, competitive setting, they may struggle in your environment. If your company is fast-paced and innovative but the candidate prefers slow and steady operations, they may not be the best match.

Additionally, if your business is customer-focused, you need a manager who shares that belief and prioritizes customer experience. If your company prides itself on innovation, you need a manager who embraces change and is open to new ideas.

One of the biggest hiring mistakes business owners make is bringing in a manager who looks great on paper but doesn’t fit into the culture of the team. A poor culture fit can lead to tension, high turnover, and decreased team morale.

3. Assess Their Track Record—Have They Delivered Results?

The best way to predict a candidate’s success is by looking at their past performance. It’s not just about how many years they’ve been a manager—it’s about what they’ve achieved in those years.

Ask candidates about their most significant accomplishments as a manager:

• “Tell me about a time you improved team performance. How did you do it?”

• “Have you ever turned around a struggling team? What was your strategy?”

• “How do you measure success as a manager?”

Listen for specific results, not vague generalities. A strong candidate might say something like:

• “In my previous role, my team was struggling with meeting deadlines. I implemented a new project management system and restructured workflows. As a result, we increased efficiency by 30% in six months.”

This kind of response demonstrates problem-solving ability, leadership, and measurable success. Beware of candidates who speak only in broad terms and cannot point to specific achievements.

4. Provide Real-World Scenarios to See How They Think on Their Feet

Resumes and interviews can only tell you so much. To get a deeper understanding of how a candidate would handle real challenges in your business, consider using situational questions or case studies.

For example, if your business struggles with customer service consistency, you might ask:

“A customer leaves a negative review about an employee’s poor service. How would you handle it?”

Or, if you’re in a fast-paced industry that requires quick decision-making, ask:

“A major supplier suddenly raises their prices, putting your budget at risk. How would you respond?”

Pay attention to how they structure their responses:

• Do they take a logical, step-by-step approach?

• Do they consider multiple perspectives before making a decision?

• Do they remain calm and solution-oriented?

Situational exercises are especially helpful if you’re hiring for a high-stakes role where the manager needs to think fast and make important decisions.

5. Don’t Skip the Reference Checks—They Can Reveal Hidden Insights

One of the most overlooked steps in hiring is checking references. Many business owners treat it as a formality, but reference checks can provide invaluable insights into how a candidate operates in a real work environment.

When speaking to a candidate’s former employer or colleagues, go beyond just confirming dates of employment. Ask specific questions like:

• “How did they handle difficult situations?”

• “What was their management style?”

• “If you could give them feedback on one area for improvement, what would it be?”

You might be surprised by what you learn. A candidate who interviews well might have a history of struggling with team management, while someone who seemed average in an interview might have been the driving force behind major business improvements in their last role.

Final Thoughts: The Right Manager Will Transform Your Business

Hiring a great manager isn’t just about filling a position—it’s about finding someone who will elevate your business, drive efficiency, and build a strong team culture. A great manager will free you up to focus on growth, improve employee retention, and create a work environment where people thrive.

To ensure you hire the right person:

• Use behavioral interviews to uncover real leadership experience.

• Test for cultural fit to make sure they align with your company values.

• Assess their track record to see if they’ve delivered measurable results.

• Provide real-world scenarios to see how they think and problem-solve.

• Check references for additional insights.

Take your time with the hiring process. A bad hire can be costly, but the right hire can change the trajectory of your business.

If you’re currently in the process of hiring a manager, I encourage you to be intentional about who you bring into your leadership team. The right manager is not just an employee—they are a key player in the success of your company.

This is Startup Business 101, and I’m John Reyes. Remember, great businesses aren’t just built on great products or services—they’re built on great people. Make sure you’re hiring the right ones.

Conclusion: The Power of Hiring the Right Manager

Hiring a great manager is one of the most impactful decisions you will ever make as a business owner. The right manager is not just someone who fills a position—they are a key player in your company’s success, a bridge between leadership and employees, and a driving force behind productivity, culture, and growth. They shape the work environment, empower teams, and ultimately determine how smoothly and efficiently your business operates.

But finding the right manager isn’t just about checking off skills on a resume. It’s about finding a leader who can align with your vision, inspire your team, and navigate challenges with confidence and resilience. A manager who takes ownership, leads with integrity, and makes decisions that benefit the entire organization is an asset you cannot afford to overlook.

If you take anything away from this episode, let it be this: Your business is only as strong as the people who run it. You cannot do everything yourself. You need leaders in place who can handle the day-to-day operations, manage teams effectively, and make decisions that align with your company’s long-term goals. When you hire the right manager, you are not just filling a role—you are building a foundation for growth, stability, and long-term success.

Take Action Today

If you are in the process of hiring a manager or thinking about it in the future, here are your next steps:

1. Define exactly what you need. Don’t settle for a generic job description—be intentional about what you want this manager to do and what kind of leader you need in your business.

2. Look for more than experience. Skills matter, but mindset, leadership ability, and cultural fit are just as important.

3. Test for problem-solving and leadership. Go beyond traditional interviews. Use real-world scenarios to see how they handle challenges.

4. Trust your instincts. If something feels off during the hiring process, don’t ignore it. The wrong hire can cost you time, money, and team morale.

5. Invest in their success. Once you find the right manager, support them, train them, and give them the tools they need to thrive.

This process takes time, but it is worth every moment. A great manager will help you build a business that runs smoothly even when you are not there. They will lead your team, drive results, and free you up to focus on what matters most—growing your business.

So, as you move forward, remember this: The best businesses aren’t just built on great products or services. They are built on great people. Choose your leaders wisely.

I’m John Reyes, and this has been Startup Business 101. Until next time, lead with intention, build with purpose, and never settle for anything less than excellence.

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