Managing up isn’t about office politics. It’s about understanding your boss’s priorities, anticipating their needs, and making their job easier—which, in turn, makes you more valuable.

It’s one of the most underrated leadership skills. When done well, it impacts culture, retention, and productivity at every level.

People work for money, but they stay for meaning.

Raises and bonuses matter, but they aren’t the only way to motivate a team. The best managers know that long-term engagement comes from purpose, recognition, and growth. If your only motivator is a paycheck, you’ll struggle to keep your best people.

A toxic culture doesn’t just make work unpleasant—it actively undermines both employees and the business itself. For organizations, the costs are significant: disengaged employees, high turnover, poor reputation, and even financial losses. Leaders who fail to address toxic environments often find themselves facing consequences far greater than they anticipated. Here’s how unhealthy culture impacts employees and businesses, with real-world examples that highlight the risks.

Feedback isn’t about judgment—it’s about growth.

Yet, too many managers avoid it, sugarcoat it, or deliver it in a way that shuts people down instead of building them up. When done right, feedback improves performance, strengthens relationships, and creates a culture of continuous learning.

A manager without trust is just a person with authority. But a manager who has trust? That’s a leader.

Trust isn’t given—it’s earned through consistency, integrity, and communication.

Emotional intelligence (EQ) isn’t a “soft skill.” It’s a leadership superpower.

Managers with high EQ communicate more effectively, build stronger relationships, and drive better results. Without it, even the most technically skilled managers struggle to gain trust, retain talent, and lead high-performing teams.

Great leaders understand that company culture isn’t just a byproduct of business—it’s the foundation for success. When leaders invest in building and maintaining a strong, positive culture, the results speak for themselves. From increased innovation to improved retention and profitability, prioritizing culture can transform an organization. Here are three success stories of leaders who actively shaped their company culture and reaped tangible results, along with lessons you can apply in your own organization.

Becoming a manager for the first time is a major career milestone, but it also comes with a steep learning curve. Many first-time managers struggle—not because they lack potential, but because they fall into avoidable traps that hurt team culture, retention, and productivity.

Attracting and retaining top talent is one of the biggest challenges businesses face today. In a competitive job market, salary and perks aren’t enough—employees want to work in an environment where they feel valued, supported, and aligned with the organization’s mission. A strong, positive culture can make all the difference, serving as a magnet for talent and a foundation for long-term loyalty.

A manager’s job is more than assigning tasks and tracking deadlines. The best managers create an environment where people thrive, businesses grow, and teams stay engaged. That doesn’t happen by accident—it requires a strong set of skills that every successful manager must develop.

A healthy company culture is more than just a feel-good environment—it’s a competitive advantage that drives success across every level of an organization. From employee engagement and innovation to customer satisfaction and business growth, a thriving culture creates a ripple effect that impacts all aspects of a business.

A great manager isn’t just someone who gets results—they’re someone who builds a team that thrives. They set the tone, shape the culture, and create an environment where people do their best work.

Leaders play a critical role in shaping company culture, but even with the best intentions, it’s easy to make mistakes that unintentionally create unhealthy environments. Culture isn’t just about policies or mission statements—it’s about the day-to-day experiences of your team. When leaders misstep, it can lead to disengagement, turnover, and a decline in performance. Here are three common mistakes leaders make when it comes to culture and how to address them.

A toxic company culture doesn’t just hurt employees—it quietly drains the lifeblood of an organization, affecting everything from productivity to profitability. For new leaders, understanding the ripple effects of an unhealthy culture is essential. The costs aren’t always obvious at first, but they add up quickly, leaving businesses struggling to recover.

Here’s a look at how toxic cultures impact business outcomes, along with real-world examples and data to bring the issue into focus.

Company culture is like the air your team breathes—when it’s healthy, everything runs smoothly, but when it’s toxic, it suffocates productivity, morale, and trust. For new leaders, recognizing the red flags of an unhealthy culture is crucial because these issues, if left unchecked, can lead to long-term damage.

Here are the warning signs of a toxic company culture and why they can derail even the best business strategies.

A healthy company culture doesn’t just happen—it’s built intentionally and reinforced through daily behaviors and decisions. For new leaders, understanding the signs of a strong culture is critical. When culture is thriving, it fuels collaboration, boosts employee satisfaction, and drives high performance. Here are five clear indicators your company culture is on the right track.

Trust isn’t automatic when you step into leadership—it’s earned, and for new leaders and managers early in their career, it’s the foundation that turns a title into real influence. Whether you’re a new manager fresh off your first promotion, a leader needing a refresher on how to manage better, or someone past their initial 30 days looking to reset, your team’s trust is what keeps you moving forward. I’ve been there—my first shot at managing a small team, I thought charisma would carry me. It didn’t. Here’s what I’ve learned about earning trust, from my own missteps and watching others get it right.

Company culture is more than a buzzword—it’s a strategic advantage that shapes how businesses operate, innovate, and grow. For new leaders looking to create an environment where teams can thrive, understanding the impact of a healthy culture is essential. Healthy company cultures foster engagement, drive innovation, and ultimately contribute to the bottom line. But what does that look like in practice?

Your first 30 days as a leader—whether you’ve lived them or they’re still ahead—aren’t about rewriting the rulebook. They’re about planting roots for what’s next. For new leaders stepping into their first team role, middle managers looking back, or emerging leaders eyeing that promotion, this stretch is where you figure out who you are as a leader. I’ve tripped through my own starts and coached others through theirs—here’s what I’ve learned defines a strong kickoff, no matter when it happens.