As a manager, you have a profile in the same way as all players and staff have a profile. Your managerial attributes are displayed on the ‘Manager Profile’ section from the Home screen. The ‘Manager Profile’ section also details your personal biographical information.
Your profile is directly impacted by the decisions you make as manager. It also features seven characteristics, in addition to the coaching attributes found on every non-player. Those characteristics are as follows:
The higher the rating, the more you’re known in the footballing world. A higher reputation has a huge effect on your career. It attracts interest in your services from bigger teams, it attracts better players to your club, players already at the club are more inclined to work harder and more professionally for a manager of greater repute, and many, many more situations you’ll encounter as you progress.
If you’re the sort of manager who plays with one tactic no matter what, you’ll have a high Tactical Consistency rating. If you change between tactics on a regular basis, that bar will drop. Changes are mostly determined by whether the team’s formation is different from one tactic to the next, rather than subtler changes within a formation that remains the same over several matches. Unlike other attributes, there isn’t a number or medium to aim for, as it’s purely about finding the approach(es) that work for you and your team.
Hands On Approach
This number is mostly reflective of three key areas of the club and whether you retain control over them yourself or delegate them out to your backroom staff: team talks, scouting and training. If you take control of these and maintain an active role – particularly with regards to the number of scouting reports requested and the frequency of changes made to the training schedule – your Hands On Approach rating will increase considerably. Again, it’s about finding the right balance for you and how in-depth you want your control over the club to be.
This is mostly reflective of the club’s financial state and the relative health of the wage budget under your stewardship of the club. If both of those are trending upwards, so will the attribute and vice-versa.
Handling Team Discipline
This number is indicative of the number of unhappy players at the club at any given time. A cohort of unhappy players results in a lower number, while keeping a squad full of players with no cause for complaints sees the number increase. The attribute remains static for the first ninety days of your tenure at any club to ensure that any situations you inherit are not judged against you.
The way you handle fines and individual player discipline will also impact this. Before each season, a formal code of conduct can be implemented, outlining punishments for different transgressions. You can either implement this and have it automatically trigger when players fall foul of the code, or you can deal with each incident on its own merit.
Loyalty to Players
This number is governed primarily by the average length of time each of your players has spent at the club under your management. If the average tenure of all players exceeds four seasons, the number increases, but if you tend to move players on within two seasons, the number decreases.
Domestic Player Bias
This number reflects the balance of domestic players in your squad against the total number of foreign players. The number is considerably higher if the squad is mainly comprised of domestic players.
Your profile also details your tactical preferences, career statistics and milestones.
You can find details of your current contract here.
Throughout the course of your career, you will find yourself making promises to both your players and to the Board regarding your intentions on handling things. The Promises screen provides an ongoing look at how things are progressing on each one, including those added as part of contract negotiations, which helps to take out some of the guesswork on what you need to do and when you need to do it by to ensure the promises are kept.
The ‘My History’ section keeps a record of your key information and achievements throughout your career while also covering your managerial movements and activity in both conversations and in press conferences, as outlined below:
Questions from the Media
From time to time, you will find yourself fielding an individual question straight into your Inbox, as the media seek your thoughts on a range of matters. Your response often elicits a reaction, be it from your own players, the opposition, another manager, or the journalist themselves.
Due to your enviable position as manager of a football club, the media will want their say on your performance. Managing the biggest clubs will see your actions come under constant scrutiny as the pressure on you builds from day one. Even managing smaller clubs is only just a little less forgiving – in short, you’re going to face the good and the bad sides of the media.
Visions and Objectives
At the very heart of every job you’ll have over the course of your career are the visions and objectives outlined by your employers. Most teams have a long-term vision they want to realise; it could be as simple as winning a particular competition, or it could be as grandiose as wanting to achieve several promotions to reach the top flight by a particular date. Clubs can operate with five-year plans as the longest period of time to meet objectives, with the overall vision underpinned by several seasonal objectives.
It is your job as manager to ensure the club remains on course to make the vision a reality by ensuring steady progression towards those objectives as a bare minimum requirement. You will be judged on all facets of the blueprint; if the Board think you’re not making sufficient progress, for example, they might change the short-term objectives to be more challenging in order to make up for lost time, or in extreme cases, they might well decide to cut ties with you altogether in favour of someone new who they feel can take them to where they want to be.
You will get to have a say on the vision and the individual objectives during contract negotiations. The longer you stay at a club and the better you do, the more likely you are to have your voice heard, but there is scope early on in your time at a club for a bit of give and take. Some clubs appreciate a more optimistic outlook – certainly, during the interview stage, it might be worth your while setting the bar high if you want to see off your competition for the job – while others will adopt a more patient approach and find the best fit rather than the boldest candidate.
The road ahead is clearly mapped out for you in any case. You will, like never before in Football Manager™ Touch 2023, have the tools at your disposal to not just know where you’re going, but how you’re going to get there, and the opportunity to leave your own mark on proceedings too.