So you’re in charge of other people. Your job includes their jobs. Your success includes making them successful. Congratulations. And good luck. 
That means you have to set expectations and follow up with encouragement, advice, collaboration, and honest evaluation of results.
Your full job is inspiration and feedback.
If you just provide inspiration, that’s maybe half your role.
If you just provide feedback, that’s maybe half your role.
If you provide only positive feedback, and no negative feedback — you want to be everybody’s friend, well-liked — you’re only half a manager.
If you provide just negative feedback, no positive — you don’t let them get away with anything — you’re only half a manager.
And half a manager is way worse than no manager at all.
(Image: Liwax/FlickrCC)
I feel very strongly that it is a manager’s responsibility to empower his or her direct reports to be their best. When I was a manager I would help when asked but my job wasn’t to do the work, it was to clear obstacles. If something didn’t go as planned I took the brunt of the criticism. After all I was the one responsible for not properly managing my people or the situation.