A manager recently expressed his growing frustration on the Indian Workplace subreddit, highlighting the difficulties of handling a team that, in his view, lacked accountability and discipline. In a post titled, 'Sometimes being a manager in India feels like babysitting grown adults,' he outlined his ordeal.

He revealed that when he took up a leadership role, he anticipated focusing on strategic planning, mentoring juniors, and guiding his team toward achieving goals. Instead, he spends much of his workday chasing employees to complete the most basic responsibilities.

Daily stand-up calls are often skipped by several team members, only for them to send last-minute updates late at night, marking everything as urgent. Deadlines, he noted, are treated as flexible unless constant supervision is maintained. Accountability also remains scarce, as failures are quickly shifted onto others. To add to this, human resources emphasizes employee well-being but often places the burden of covering for underperforming staff squarely on managers.


Though he acknowledged that a few individuals on his team work diligently and set an example, the larger work culture of improvisation and casual attitudes leaves him feeling drained. At times, he even feels like the antagonist—employees accuse him of being too strict, while senior management expects him to be tougher. His question to peers was how to show empathy without being exploited.

Responses from Other Professionals

The post resonated with many. One commenter humorously suggested that Indian managers and workers are perfectly suited for each other, both having their own share of flaws. Another professional shared that leadership requires a delicate balance of support and authority. According to him, team members know he is approachable and willing to go out of his way when they face genuine challenges. He readily approves extended leaves if the reasons are valid. However, when expectations are not met without justification, employees also fear the consequences, as he maintains strict accountability.

Several contributors stressed that leaders must establish credibility early. Subordinates carefully observe how managers respond under pressure, whether they take a stand when someone crosses a boundary, and how they handle legitimate special requests. A weak approach, they warned, can damage trust.

One participant illustrated this with a negative example. A manager in his workplace always tried to mediate conflicts neutrally, even when one employee was clearly at fault. Instead of addressing the inappropriate behavior, the manager insisted on compromise and handshakes. This reluctance to confront wrongdoing, according to the commenter, demonstrated ineffective leadership.

Perception Shapes Leadership

Ultimately, many agreed that a leader’s effectiveness depends heavily on perception. Employees judge managers not only by their decisions but also by the fairness, firmness, and empathy behind them. Balancing these qualities, while avoiding extremes, is the mark of a strong leader.