There’s certainly no shortage of bad managers
out there. In a 2018 poll, the majority of respondents (76%) said they
currently have or recently had a toxic boss. Those workers said that bad bosses
are power-hungry (26%), micromanagers (18%), incompetent (17%), or just never
around (15%). Now that we know what’s typical of a terrible manager, it’s time
to talk about what makes a good manager.
By the looks of it, if you’re manager
material, you’ll be a hot commodity in the workforce, which you can use to go
after a promotion or a higher-level job at a new company.
Creativity
Top managers—like top-performing
employees—generate out-of-the box ideas that push businesses forward.
These individuals introduce new strategies that improve their company’s
workflow, productivity. They’re change agents.
Problem solving
Companies rely on problem solvers to navigate
unexpected challenges. The best managers don’t just tackle issues, though—they
also identify weak spots before serious problems arise.
Resiliency
If you’re a manager who truly pushes
boundaries, mistakes are
inevitable.
The important thing is being able to recover by analyzing why you failed and
identifying what you can do better in the future. To be an effective boss, when
something goes wrong, you need to acknowledge it and learn from your mistakes.
Credit sharing
A lot of managers don’t spend nearly enough
time praising their employees as much as they do giving them criticism. Great
managers publicly acknowledge their direct reports when credit is due; they
also sing their praises to higher ups. Receiving public recognition keeps employees
motivated”.
Delegation
No one likes working for a micromanager.
Thus, as a boss it’s important to be able to take a step back and let your
direct reports do their jobs without feeling like you’re always watching over
their shoulder. Also, by delegating tasks you’ll establish trust with
your employees.
Assertiveness
While some bosses are
micromanagers,
other bosses are too hands-off—oftentimes because they’re afraid of
confrontation. But being able to confront direct reports when they’re falling
short is an inherent part of being an effective boss. That said, great managers
are assertive without being
aggressive.
Good communication
Leadership and communication skills go hand in
hand. Managers must be transparent with their direct reports, especially when
sharing goals with their team. Good communication isn’t just about expressing
yourself—it’s also about asking your employees the right questions and actively soliciting
their feedback so
you’re able to access information as successfully as you deliver it.
Empathy
Being able to read a person’s mood is a core
quality of a great manager, which may explain why a whopping 96% of workers
said empathy is important for employers to demonstrate. Again, who show empathy
to the people they manage are seen as better performers by their own managers.
Honesty
Employees value honest feedback—and great
managers give them. Moreover, recent research shows that workers who
receive regular feedback from their managers perform better for their teams and
companies. Another reason honesty is an important skill for managers: When
times are tough, the best thing you can do with your team is level with them. If
your company is in a transitional period, you might say, ‘’Things are tough
right now, but I have your back. If you have problems, come to me and I’ll help
you solve them.”
People-oriented
Great managers invest in their employees’
career growth. One way they do this is by offering their direct reports
training opportunities that are paid for by the company. That kind of
people-oriented behavior will help foster good will, and keep your team engaged—meaning
your employees work harder for you as a result.
Become a better boss
Managing yourself well is just as important
as managing your employees.
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