A manager is a person that leads or supervises, leads or directs, a team or group of people or a project or process or some other recognised or formal entity or business organisation to victory.

There are many ways to be a good manager. But there are many personality characteristics that you can develop and many skills that you can develop to win as a manager – that is, to beat your opposition – when winning means that you’ve achieved the goal you committed to achieving.

How to be a good manager

Good management is a skill we learn by reading and by doing. It’s new habits we form: 10 ways to get started being a good manager:

1. Keep the lines of communication open

But perhaps the most important skill for a manager (or any employee) is a good communication skill: you need to communicate well with your team, meaning to share information, include people in productive conversations and get feedback from employees so you can have inputs on what is going on, solve any problems as they arise and make sure that everyone is on the same page to complete any task. Good communication is a great skill for a manager to have but it is not the only one. As a leader, you can also improve this competence in your employees.

2. Support for team cooperation

This is a work with other people that we help each other to have a better goal by sharing ideas, responibilities. This can be really helpful in improving the working place and making more fun. Working with other can make you and the other person easier and more faster. Because people can help in building a professional relationship between other. This can help it to be better and working place more fun.

This in turn implies that members of teams can expect certain things from their roles – for instance, an employee at work may be assigned an assignment by a manager; a caring manager would let the employee trust that she can take on the assignment, and trust that she will ‘deliver’ on expectations she had of herself. A thick bed of work trusts can enable to manage a grand reversal for employees who get to work there.

3. Clear expectations

What they should do is to make the expectations explicit, as in the following example: Organisation Chart Depicting the Aims of a Department and How an Assignment is Given to a Person or Group of People.

When something has to be changed or updated in the way the work task is done, the manager invites employees to talk to each other about what it feels like, what it’s like, ask questions so that the activity becomes something the whole team are participating in. Let your team participate in your activity.

4. Give and receive feedback

Another is to ask your team for feedback on an ongoing basis about how you’re doing as a manager – which you owe to them, but you also owe to yourself in order to figure out how you can improve. On the other hand, feedback outside the team needs to be continuous as well. Make sure that you put in place mechanisms that ensure nobody is ever flying blind when it comes to their own strengths, allowing them a chance to reach their own goals. Try setting up recurring 1-on-1 meetings.

5. Listen to all team members

By listening and responding to their team, managers can be viewed as fair and build more confidence. Having meetings will provide one opportunity for people to feel like their ideas are heard by the team. Planning a weekly and/or monthly team meeting will help ensure active and innovative participation from everyone.

Where too much is at stake to be decided informally at the end of a workday, some prefer to speed things up by calling a short meeting in the morning when problems are usually most acute, to clear the air of any questions, concerns or ‘open loops’, as Ferriss calls them. In such a setting, the manager can listen, take notes, pose direct questions, insist that everyone present at the meetings exercises their voice, and then end on a positive note, so that everyone can go about their day knowing they are appreciated.

6. Recognise successes

Understanding exactly what each team member does – and how he or she does it – is one of the most critical things a manager can accomplish. Help bring the world to your team through advice, programmes and resources that help all team members reach their goals. Offer skills training and development for you and your team; you are only as good as the efficiency and success of your employees. Help your employees feel appreciated, valued and supported by your management, and they are more likely to feel like they owe it to you and your company to perform, develop and stay.

7. Set a positive example

If you’re a manager (and even if not), you must also be equally serious about the early work we’re discussing: communicating and working with other people, in teams; providing diagnostic and formative feedback; modelling good productivity and work habits; the appreciating when you are successfully shored up to achieve commitments; helping through the contributions you can make to other people’s tasks; and asking for help when you need it, helping others when they need it.

From their point of view, the most useful thing that a manager can be is open, helpful, kind, attentive and trusting. A manager who is open, helpful, kind, attentive and trusting will enable a context within which staff are also likely to be open, helpful, kind, attentive and trusting towards one another. Building bridges of trust is one of the most important things that you can do in order to be perceived as a good manager.

8. Set achievable goals

 A good manager also sets goals that are SMART ([S]pecific, [M]easurable, [A]ttainable, [R]elevant and [T]ime-bound), congruent (or aligned) with the whole, and within the reach of their team members to achieve. One can choose multiple methodologies such as OKR and SMART goals as the approach for setting the goals.

Define an outcome measure so the team knows what it must achieve. Communicate progress towards your goals and help remove obstacles.

9. Provide training

Invest in good managers who assess employee performance, and how performance can be improved – for instance, after viewing all the operational stages and identifying which needs to be changed, to change the process.

One of these ways to meet our goal is to train the employees. Any opportunities offered to the employees to be trained like job training, on-the-job training, one-on-one mentoring, team training sessions are all in a structured and sequenced program.

10. Understand your role

 When moving into the manager’s chair, the most important step you can take is to clarify for yourself which role you are playing and where it sits with the organisation’s wider context. Take a look at your biggest managerial strengths and your areas of weakness.

If there are aspects of your role that you want to know more about, such as what’s expected of you and how you might develop, you can visit your manager to learn more. Remember: people management is an ongoing learning experience. All managers should keep sharpening their ‘people skills’ – and there are individual management training courses that can provide skillsets for continuing professional development.

Characteristics of a good manager

You can be a manager in a few ways, but then there are some things that will make you a better manager and apart from that knowing what makes you a good manager, the manager him or herself should have some things that will make them a better manager in a good way. Some of these are;

Collaborative: collaborative managers can create an environment in which staff are accepted and valued, which helps to shape how teams work together, build trust and solve problems together.

Growth-oriented: one indicator of being a good manager is to be growth-orientated – that is, to be interested in goals and in objectives (both short-term and long-term) objectives, and one aspect of being growth-orientated is to support employees who want to develop their careers.

Communicative: Communication skills define how managers discuss issues with those who report to them. Here you can set some rules of communication, for example by establishing opportunities for everyone to speak in the team.

Motivational: A good manager who has motivational trait is to motivate him/her self in the team members for the great ways of professional development. Because if the motivational manager in the company are converting them self as an encouragements and supporting member for the team members, then they can achieve the team members most of goals of professional development.