Good Managers balance managing persons while managing business needs. A good manager empathizes with employees’ needs by encouraging an environment of deep trust; there are many traits that factor into what makes a “good” manager, great. For some employees, a good manager provides mentorship.
For others, it is someone with a hands-off approach. An “efficient” manager is subjective to a degree, but business owners identify the traits of a good manager when they see them as do employees. A Gallup survey found that about 50% employees leave jobs because of poor management. Employee turnover leads to productivity losses, higher operating costs, and lowers staff morale. To avoid pitfalls and find great managers, identify these characteristics in your hiring round or performance reviews.
Transparency, Good Communications and Empathy
Employees surveyed for a report by Top Workplaces said they feel well-informed about decision-making and the future of the company. Open, honest communication by managers help employees feel connected to routine daily tasks. Transparency lets the team understand why work done is important, and managers instilling a sense of motivation, are highly regarded. The ability to empathize with team members, customers, and leadership team, differentiates between a good and a great manager. In a study, 84% CEOs believed empathy ensured better business outcomes. Managers with high emotional intelligence (EQ) led companies to 34% higher growth than other companies. All workers wish to be perceived as people, and then as employees. A manager, who empathizes with their need to make a difference, work flexibly, and gain mentorship, inspires any team to greatness.
The ability to delegate well
Delegating work is an art and a science. Good managers can delegate tasks according to each and every employee’s strength. No employee, however talented they may be, is perfectly well-rounded. Each employee has tasks they are skilled at, and tasks they would rather avoid. Good managers hold regular 1:1 meetings with team members, monitors daily workflow, and identifies tasks where every person contributes to success. This means designing flexible and unique job descriptions that associate tasks from different roles to make sure that everyone does the things they’re good at.
Honesty and trust
A study found that 61% of employees believe that trust between team members and managers leads to job satisfaction. While desiring transparency, employees cherish a working environment of trust in their manager to honestly provide feedback about decisions of senior leaders. A workplace atmosphere lacking psychological safety and that engaging in risky behaviors like voicing fears will not lead to personal harm, can lead to damaging outcomes: delayed identification of obstacles due to fear of challenging authorities, lack of idea exploration, declining morale and others. There are various ways in which managers foster an environment of trust. Managers can institute an open-door policy and encourage employees to share grievances, comments, or questions without negative consequences. Managers can avoid micro-managing, and trust employees to work flexible schedules, or remote work, but ensure outputs or outcomes.
This list focuses on skills to manage people. What about managing day-to-day business operations? Managing a budget, serving customers, scheduling employee tasks, and ensuring strong inventory levels, are important skills for good managers and most skills can be learnt. Finding someone to balance management needs of your business with the needs of your employees ensures that your company flourishes.