Man, there are some <i>harsh</i> comments here. Remember that nobody knows you like you do, and sometimes when you&#x27;re self-deprecating people believe it and amplify any negative image you project back at you.<p>Managing engineering teams is hard, and it can sometimes be very UN-fun, especially if you want to code, or if you manager expects you to remain technically productive.<p>You <i>feel</i> like people don&#x27;t like you, but didn&#x27;t mention what they actually say or how your performance reviews have gone. If you&#x27;re being left in charge of a team, and given adequate raises and&#x2F;or promotions, chances are your manager(s) feel you&#x27;re doing a reasonably good job.<p>If you&#x27;re getting negative feedback, then of course, listen to it carefully, work hard to not get offended, and plan how to address it.<p>If you&#x27;re not getting feedback, and assuming that means people don&#x27;t like you, keep in mind that it&#x27;s natural for lack of information to turn into fear. Remember that everyone is the protagonist in their own story, not you. Your direct reports have their own fears and may simply not be worrying or thinking about you. If your reports are worried about their jobs, or if they feel continually unproductive, then they might not like anyone at your company.<p>You might want to think about how your team could be feeling the very same way you are. You might need to considering doling out a lot of the kind of positive feedback you&#x27;re hoping to receive.<p>Tech managers, and all middle managers, have a hard problem with conflicting forces. Your team wants more time to think, they wants to solve interesting problems, and they probably do want to learn. Your managers want a reproducible process that delivers bug free work and continuous improvement on a tight schedule. You&#x27;re stuck in the middle.<p>Good luck. There are <i>tons</i> of great resources out there, so keep reading and learning, keep your chin up and stay positive and hopeful, and remember you have a people problem, not a code problem, and remember your performance is no longer individual; you only succeed if your team succeeds, so you need to help them succeed at the expense of your own interests.