Qualities for a Good Manager
The characteristics of a great manager have changed over the last decade. Management skills are used to require technical and managerial skills. Today, however, companies are putting more emphasis on interpersonal skills such as listening, flexibility and inviting open communication.
These soft skills are essential for higher-level manager performance. They include trust-building, empathy, taking on responsibility, and investing in employee growth. These skills are a hallmark of top managers in Workplaces. Let’s look closer at the 13 qualities that make a great manager.
Research by Energage shows Top Workplaces employees feel informed about company decisions. Transparency is a key culture driver. Employees feel more connected when managers communicate honestly and authentically with them. Employees are more likely to be aligned with the company, even if they disagree with some decisions. This fosters employee engagement and creates a sense of value.
2. Communication is key
Managers who are good communicators are excellent. They communicate effectively with their employees and take the time to understand the company’s needs. Great workplaces are built on the ability to listen and care about employees’ concerns.
Good managers recognize leaders who are able to drive success through effective communication, appreciate employee feedback and make decisions that promote a people-first culture.
According to SHRM’s study, 61% of employees believed that trust between senior managers and employees was an important contributor to their job satisfaction. Building and maintaining trust between employees and managers is key to creating a positive work environment.
Employees who feel that they can trust their managers will also trust the management’s decisions and be committed to the company’s vision and goals. Managers who don’t value trust can lose their employees’ respect, which can lead to a decline in productivity, loyalty, or even employee turnover.
Managers must connect with their employees individually to develop empathy, which is a key element of emotional intelligence (EQ).
According to the State of Empathy Workplace survey by Businesssolver, 84% of CEOs believed that empathy led to better business results. Six Seconds research also found that high EQ managers led to a 34% higher profit growth than the rest.
Remember, empathy is not the same thing as sympathy. Empathy is about listening and providing support. Empathy is a superpower that allows managers and leaders to be compassionate listeners, fearless leaders, and maintain employees’ respect even when they disagree.
Empathy is more than just a healthy manager-employee relationship. Empathy has a positive impact on the workplace culture. Empathetic managers are more effective at leading people with diverse points of view to collaboration success.
Sometimes, it is easy to see the characteristics of a great manager. Decision-making is one example. Employee trust in managers who have difficulty with decision-making is eroded and the company is at risk.
Making good decisions requires being decisive, even if they are not popular. Managers who are skilled in adaptability and flexibility enable the company’s success and growth.
A vision that is aligned with the company’s values and mission are key traits of a great manager. Employees are motivated to do their best when they see the vision. Because they believe the vision of the company will make a difference, employees will be more willing to invest.
Managers who are competent and self-sufficient require little supervision. Managers are also responsible for their own errors. Managers who are good at constructive accountability in their leadership and actions will be successful.
Managers must instill the responsibility to be accountable in their employees. Managers should not blame others for their mistakes or make poor decisions. Instead, they should focus on taking action to improve the results.
8. Employee development
Developing employees’ potential requires support from their managers. Great managers are also coaches who take the time to understand the talents and interests of their employees and then match them up with company needs.
Managers who are good at recognizing and rewarding excellence in their employees contribute to a happier work environment and better business results through employee engagement. This can increase employee retention. Gallup found that workplaces that emphasize employee strengths increase retention by as much as 72 percent in high-turnover industries.
A manager must know when and how to delegate. This will allow them to focus on the most important tasks and still give room for others to learn and grow. Good managers know which tasks they should delegate and give credit where credit is due.
These could include:
- Minor, one-time projects
- Preparation for meetings and administrative tasks
- Time management When there are too many jobs and competing deadlines
- Long-term, ongoing projects that are more financially stable
- Jobs that employees love or have specific knowledge of
- Training and onboarding of new members
Although it is important to be able to manage, delegate and take quick decisions, if you look closely at the qualities of a great manager, they all boil down to effective communication.
Employees feel valued and heard by their managers when they are available. It is easier to identify areas that need improvement and to take steps to create a better workplace.
A good manager understands the importance of each employee in the success and growth of the company. Managers must take responsibility for the actions of their employees and themselves. Managers look for ways to empower employees, help them improve their skills and make them more autonomous.
Everybody experiences frustrations and negative emotions from time to another, even managers. Managers with a negative outlook will only fuel despair when the team or employees are really in trouble.
When there is a lot of negativity, it can be difficult to feel motivated or excited. Managers who are successful understand the importance of leading by example and infusing their workplace with positivity and positive energy.
13. Leadership and being a role-model
Leadership is more than just giving orders or managing people. A leader and manager who is able to inspire, motivate, and influence others are the qualities that make a great leader. A good leader can also be a role model. They understand that actions speak louder than words and the importance of supporting employees at all levels of the organization.
14. They don’t micromanage
Google recognizes that great leaders make teams happier and more productive. You might feel that you must protect every detail if you are invested in the success of your team. Micromanaging employees can reduce worker initiative and decrease motivation.
15. They are able to handle pressure well
A manager must be able to manage pressure well. You are responsible for others’ performance and you will feel like you have a target on your back as a manager. The Norwegian School of Economics found that emotional stability was the most important of all the essential management traits. You will be able to take care of yourself and resist work-related stress.
You need to be flexible and open-minded as a manager so that you can spot opportunities for improvement. Great managers allow their team members to share new ideas and leave space for creativity.”
Every manager has different strengths, so you can use this checklist for areas you could improve.