How To Be A Great Manager
What makes a great manager?
Although there is a difference between great and good managers, it is not always clear. Many managers are in the average, grey area. Managers are responsible for shaping the culture and values of their teams and organisations.
It may appear that the responsibilities of a “manager of people” is all about you however in reality, success as a manager is not about you, your performance or your projects. It’s all about your team. Your team will flourish if you use your talents and capabilities when it comes to managing effectively.
The Qualities of a Great Manager
A good manager must be transparent. Your employees expect transparency from you. Employees want to know the status of their company and what they are doing. They need honest and direct feedback from their manager. He or she should not sugarcoat the truth or hide difficult facts.
You don’t have to protect your employees. Good managers are honest, direct, and authentic. Employees want the truth. Managers and human resource executives need to demonstrate transparency and be open and honest in order to increase employee engagement.
2. Excellent Communication
Managers must be great communicators. This means keeping in touch with their team and providing feedback. They also need to reward and recognise employees for outstanding performance. Communication does not only take place face-to-face, it can also be done via chat apps, email, and body language. Managers must communicate with employees in a way that makes them feel at ease. It is about getting to know your employees, understanding their needs and helping them perform at their best.
Managers who are good at communicating with their employees should inform them that they are open to discussing any work-related issues on a regular basis. If you haven’t done so already, consider implementing an open door policy. You can also incorporate tools and technology that offer real-time feedback. Managers need to make sure that employees feel comfortable communicating openly with their supervisors. Employees shouldn’t feel like their jobs are in danger if they have a complaint or want to seek help.
3. Listening Skills
We tend to think of writing or speaking when we hear the term “good communicator”. Listening is equally important when talking about the qualities of a great manager. Employees want to feel heard. Communication skills include listening as well as speaking and writing.
Focus on your employees and listen to what they have to say. If they aren’t willing to share their thoughts, ask them. If you receive valuable feedback, be conscious of taking action based on it. This will demonstrate to your employees that they have the power to make a difference in the workplace by encouraging them to speak up.
4. Encourage and appreciate teamwork
Managers who are good at encouraging and rewarding teamwork and collaboration within their teams will be rewarded. Teams that are encouraged to work together have better results in terms of productivity, work outcomes, and personal development. Managers must support collaboration wherever possible and reduce toxic competition and other unhealthy behaviours.
5. Continuity and reliability
Your leader must be reliable, stable, and secure. Your employees will seek your guidance and support regarding their organisational goals, work views, and other matters. Employees should feel at ease approaching you if they have questions or are in need of help. Employees should know that their manager will not let them down and be a calm, collected person. If you have aggressive behaviour, they won’t be able to trust you, and they won’t feel comfortable opening up to you.
Managers who are trustworthy and respect confidentiality are good. Employees must have faith in their leaders, and trust that they will do what is best for them. Your employees will feel that you are not supporting them otherwise. This can lead to poor work environments, decreased collaboration and unhealthy competition. Management must also assure employees that they are telling the truth. Trustworthiness is built upon respecting employees’ privacy and offering honest advice that aligns with the company’s goals.
7. The Drive to Set Goals
A good manager is able to be goal-driven. Employees are now empowered to set their own goals. This is the new trend in goal setting. This gives employees greater control over their goals and results in better work.
8. Making decisions (and accepting responsibility)
As a leader, you must learn to make decisions and to accept the consequences. Managers must make decisions that benefit their company and team. They should use a structured, logical approach while still keeping cool.
It is important to address any problem that exists. Although it is possible to resolve problems amicably and effectively, managers should not be afraid to confront the issue when necessary.
9. Empathy and Sensitivity
An employee who has emotional intelligence can make a big difference in whether they are engaged or frustrated. Managers must be able to spot signs that employees are pushing themselves too hard, which can lead to burnout, anxiety and depression. Good managers will often spot these signs before employees approach them to discuss the matter.
10. Recognise and reward employees
To retain your staff, be sure to recognise and reward your employees. Employee recognition is not only a great idea for employee morale, but it’s also a key driver of employee engagement. Managers who are good at recognising and rewarding employees will be successful.
Employees aren’t only there to make a living. To keep your employees motivated and aligned with company goals, it takes more than just a paycheck. Employees must know that they are valued and acknowledged for their hard work.
11.Conflict Resolution (rather than Conflict Avoidance).
Conflict can be a natural part of team life, so it is important for managers to learn how to manage it when it occurs.
Different motivations are different for each generation. Managers who are able to relate to their employees will be able to motivate and empower them to become the best version of themselves. Whatever motivational method you use, make sure to understand the motivations of your team and provide incentives for them to achieve their goals. Learn more by contacting our training team.