5 lessons from Rohit Manglik before you become the Cultural Linchpin in an Organization – A Manager


Managers are the backbone of any organization, a cultural linchpin that sets the standards of work at a workplace. They are the main ingredient of a flourishing firm and the element that makes office bearable. And you are probably going to become one. Congratulations!

But before you make that introductory ‘Hello! I am your new Manager’ speech, there are a few things that you should make a note of. Get hold of some insights into your new world by Rohit Manglik himself, who has already walked miles in your new shoes. These lessons will brace you for the upcoming nerve-wracking experiences and help you in your roller-coaster ride.

Consider yourself a trainee, a potent but unskilled one

Being a manager is a completely off beaten road for you that requires a distinct skill-set. Don’t consider it as an elevated version of your earlier designation, it’s a completely different job profile. There are new rules and new goals. If you have played baseball all your life, then treat this one as a cricket match. This doesn’t mean you will fail but get ready to struggle in the initial days.

Don’t become over-fastidious in proving yourself as the ‘world’s best manager’. It can’t be learned in a single day. Instead, consider yourself as an apprentice. This will help you in learning new things and the new set of protocols without hurting your ego. Invest the first few weeks in building ties with your team and organization. Don’t mind if things get awkward or go out of hand in the initial days.

Management is a skill that is mastered over time. It can’t be learned from books and tutorials. If you make a mistake or two on day one, rectify it on the next day – Rohit Manglik

There are different strokes for different folks

Being a manager is not about goading a herd of sheep that will always follow a trail. It’s about bringing together a team of diverse minds to work together and achieve results. Every member of your team will bring a different work style to office and will get motivated and demotivated by different things. You can’t approach everyone in the same way. The saying, “one man’s meat is another man’s poison” fits in quite well in a team.

An ideal manager is one who understands the temperament and ideology of his team members and knows their strengths and weaknesses. However, this understanding and clarity takes time and requires close attention. So, spend some hours to know your employees. Talk to them and ask questions. One-on-one meetings can help in this regard.

Try to know what makes them happy and what instigates them. This will also help you in assigning them projects and bringing out extra bits from them. Remember, no work style is better than other or worse than any. All you need is to adapt to the variety – Rohit Manglik

Take a back seat somedays. Let people lead their fields

Every element of a team requires the leader’s touch, but it doesn’t necessarily require a dictator.As a manager, your job is to organize your team efficiently. Don’t spend all your time and energy into goading them uselessly. They can manage quite well even without you. An efficient leader is one that allows his members to come at the front foot, put forward their ideas, and take decisions.

Remember, you will have people who are experts in their domain and might take better decisions in a few matters. Stepping back sometimes won’t hurt. Allow them to lead certain things, even if you don’t agree with their ideas. Allow them to try, allow them to make mistakes, and allow them to screw up. Leave them some room for imperfection and improvement. There is no growth in perfection, it requires failures.

And who knows, doing that might lead to better results. After all, there can be many ways to reach a goal. So, let loose of some control and let your employees succeed on their own.

Don’t sugarcoat criticism and be blunt with praises

Open communication is a critical element in cultivating a good team. It helps in building transparent relationships, the ones grounded in trust and respect. Good guidance always begins with clear dialogues between the leader and team members. So, don’t hold doors to praises and feedbacks. Coaches don’t hold back true reports.

When things go well, applaud your workers. Don’t let your ego block the gates and let your employees flail in uncertainty and disgust. This will boost their productivity and also their happy hormones. And if things go wrong, don’t withhold hard feedback. Don’t sandwich your disapproval between lenient compliments, let it be raw and harsh. Criticism at times is as necessary and constructive as appraisals.

Don’t worry about being eyed as a ‘bad boss’. Your end goal is to make your team successful. When required, appreciate authenticity and when the need arises, show your disgust – Rohit Manglik

Nobody wants you to sing friendship anthem with your employees

This is one of the most crucial lessons among the trail of others that you should learn before you join a manager. Things will be quite different now. You no more belong to the group of employees who used to discuss personal stuff and complain about the boss and workplace. You are the one who will be leading them and spurring them to complete projects and meet deadlines. So, draw some professional boundaries.

Building friendly ties with team members are always welcoming but within appropriate limits. This doesn’t mean you should become a professional robot. You can join your employees for lunch sometimes but hanging out them for coffee every now and then is a big NO. Keep room for healthy and friendly conversations but don’t go blurting out your innate details and personal stuff.This is crucial for healthy management.

Personal ties often lead to biases and favoritism and might also pose a hindrance in taking strict actions and perturbing decisions – Rohit Manglik

And it winds up to….

Management is more than business meetings and HR operations. There is accountability without complete ownership. You need t build pleasant relationships but also maintain self-care space. There is glory as well as criticisms. The successes belong to the team and failures cling to the shoulders of the manager.

Author: Rohit Manglik, the founder, and CEO of EduGorilla.com, an ed-tech portal equipped with the ability to provide solutions to students’ various needs, besides being an avid book reader, also pens articles on education, career, and technology. This article is one such of his writing efforts.