Is Your Manager Helping You or Just Hanging On?

A no-BS checklist to figure out if your “team” is a team or just a front-row seat to your hustle.

Let’s start with the hard truth most artists learn the long way: just because someone wants to manage you doesn’t mean they should.

The word “manager” sounds official. Strategic. Powerful. But in the independent music world, it can also be vague, performative, and straight-up misleading. Too many talented artists are dragging dead weight, someone who’s not building, not connecting, not negotiating, not leading. They’re watching you grind, post, perform, and pitch while they tell people they’re your manager like it’s a personality trait.

So here’s the question: Is your manager managing, or are they just along for the ride?

First, What Should a Manager Be Doing?

A real manager wears many hats. And no, “being supportive” isn’t enough. They don’t need to do everything, but they should be doing something meaningful regularly.

The basics:

• Setting short and long-term career goals with you

• Pitching to venues, blogs, playlists, sync teams, labels, and media

• Handling logistics for shows, tours, and campaigns

• Overseeing business stuff like budgets, splits, contracts, and timelines

• Connecting you with producers, collaborators, and visual creatives

• Being proactive when things stall, not just reactive when you panic

  
  

And most importantly, a manager should move your career forward. Not babysit it. Do not mirror your excitement. Not waiting for you to send ideas.

Red Flag Checklist: Are They Just Hanging On?

Go through this list. Be honest. If more than a few apply, you might have a fan, not a manager.

• You’re the one pitching everything and CCing them to make it “look official.”

• They haven’t brought you one new opportunity this quarter

• They post more about your wins than help create them

• They don’t know what PRO you’re registered with

• You’ve had to explain to them what a distributor is

• Every idea starts with “you should” and ends with you doing it

• They go ghost when there’s actual work to do, but they’re front and center for the photos

• They “love your sound” but have no clue what your career lane is

• They don’t track your data, your open rates, or your stream sources

• They’ve said, “Let’s just manifest it,” more times than they’ve emailed someone on your behalf

  
  

Let’s Be Real: Why This Happens

Most artists don’t have access to experienced managers. You grow up together. You meet at a show. They believe in you. That’s beautiful. But belief doesn’t build careers. Execution does.

Sometimes, they say, “I got you,” because they genuinely want to help but lack the necessary skills or time. Sometimes, they appreciate the prestige of managing an artist. And sometimes, they don’t want you to win without them.

But your career is not a charity. And you don’t owe anyone your potential.

What to Look For Instead

The best managers aren’t chasing clout. They’re chasing leverage. They ask questions. They learn your metrics. They make calls. They put in sweat equity even when no one’s watching. They don’t need to know everything, just enough to get you to the next step, and be humble enough to bring in others when they don’t.

Green flags:

• They actively research and reach out to blogs, brands, playlists, or venues

• They send structured feedback on releases, assets, and plans

• They schedule check-ins, not just vibe checks

• They listen—like really listen—to what you want

• They say, “I’ll handle that,” and do

• They know how to say, “I don’t know, but I’ll find out.”

  
  

How to Check Them Without Burning the Bridge

This part’s hard. Especially when it’s your friend or someone who has helped you in the past. But it’s your career. Here’s how to approach it:

1. Set a meeting. Not a text. Not a rant. A real sit-down

2. Share your goals. Lay out where you want to be in 6 to 12 months

3. Ask: “How do you see yourself helping me get there?”

4. Ask for a simple 30-60-90-day plan. What they’ll own. What you’ll own

5. Be open but clear. If they can’t meet the moment, thank them and move on.

   
   

Final Thoughts

Managers are supposed to manage.

If you’re doing all the managing, it might be time to fire your “manager.” This isn’t about ego. It’s about protecting your trajectory. You only get so many chances to build momentum. If your team isn’t building with you, they’re in the way. So take stock. Be honest. And remember:

It’s better to have no manager than one who manages nothing.