Insights from Engagedly’s State of AI in HRM, 2nd Edition Survey.
Successful managers, exemplifying the qualities of a good manager, work towards fostering a positive work atmosphere, ensuring productivity, motivating their teams, and enhancing employees’ leadership qualities. Identifying an individual who can naturally strike this balance may be challenging, and the repercussions of selecting a poor boss can be disastrous.
One of the leading reasons for employee turnover is lousy management. According to a Gallup poll released recently, over half of all employees who quit a job do so because of their boss. This demonstrates the influence managers have on an organization’s performance, engagement, and retention.
Hiring new managers may seem like a difficult process, with its own set of challenges. However, there are data-backed characteristics of a successful manager that may assist you in making the best judgments.
Previously, experience and technical abilities were essential qualities of a good manager. However, today’s businesses put a larger focus on interpersonal skills like listening, flexibility, and encouraging open communication as far as qualities of a good manager are concerned.
The efficient features that lead to a manager’s success include developing trust, demonstrating empathy, accepting responsibility, and engaging in employee development. Additionally, soft skills became as an indispensable attribute of a manager. Let’s take a deeper look at the most important traits of a successful manager.
Following are the top qualities of a good manager:
In order to communicate effectively with the employees, you need to follow certain guidelines, which would ensure that you, as a manager, and the employees are on the same page.
Every employee brings his or her own understanding to the workplace, a blend of culture, beliefs, upbringing, and accomplishments. As a manager, you must develop a common broader vision for the company’s employees.
You will create a silo mindset if you fail to provide the context and portray the bigger picture. Hence, employees wouldn’t appreciate the significance of their individual efforts.
In line with this, you, as a manager, should be certain that the employees are aware of the broader vision and of how they fit within it.
Communicate the “why” behind the company’s strategy to the employees. To elaborate, why does the broader vision of the organization matter? What role does your team play? And, how valuable are employees’ contributions?
Ensure that you inform your employees of what is going on in the company and underline the value of their contributions and efforts to the company’s success.
Several studies have shown that hearing a message multiple times helps grasp its meaning. Communication isn’t a task that can be checked off as a to-do list. It’s all about delivering a message consistently among employees when it comes to building trust and confidence. Regular one-on-one meetings between managers and employees are an effective way to reinforce this communication and ensure alignment.
Communication allows you to see whether your employees understand your opinions on a variety of issues relating to business management and processes. After the information has been conveyed, double-check that it has been heard and comprehended.
You may also ask your employees to rephrase what they learned. If you want to determine if they have comprehended your core points or want extra context or depth, just ask, “What are your basic impressions and understanding of the information I just shared?”
With real-time two-way communication, you can monitor how effectively your messages are being received.
A manager may influence the dedication of the employees. One of the best qualities of a good manager is that they motivate employees and earn their loyalty, while a poor manager causes friction and that may cause significant attrition.
A successful manager has great leadership characteristics, sets a good example for their employees, and guides them toward the company’s goals. They are great decision-makers who utilize prudence and good judgment while being conscious of the impact their actions have on others.
A competent manager cares about their employees and recognizes that happy employees are the foundation of a successful company. They encourage their employees to voice their concerns, while also showing sincere care in both their personal and professional lives. They are sympathetic and willing to make adjustments when required, such as when their employees want vacation time. Rather than seeing you as just another employee, they want to get to know you as a person.
Integrity: A competent manager should be known for his or her honesty. A manager who includes truth and integrity in their system of belief sends a powerful message to subordinates.
Accountability: Accountability for one’s own mistakes rather than blaming others, accompanied by honest and polite comments, may help employees to improve their performance.
Transparency: It plays a significant role in inspiring and offers a clear understanding regarding the company’s requirements of the employees.
Good employers handle all employees fairly, listening to and weighing all sides of employee disagreements before coming to a decision. They assign tasks to people based on their ability over preferences.
One of the appreciable qualities of a good manager is that they know how to deal with the successes and setbacks of business. Hence, they should exhibit patience and perseverance, as success does not materialize instantly as per one’s wishes. When confronted with a problem, one should assess the issue objectively and understand when to stick to a plan and when to modify it. Often, if managers give up quickly in difficult circumstances, their employees may adopt their qualities.
A manager’s principal role is to create objectives for his or her employees. Qualities of a good manager include establishing specific goals and devising strategies with employees to achieve them.
Setting objectives in the workplace has a number of advantages.
Here are some factors to think about while creating goals at the workplace:
The objectives of each employee should align with that of the organization. This can be achieved by communicating strategic business objectives frequently, along with team performance and the company’s growth targets.
Managers might set specific goals for each employee, but asking employees for their own goals can often provide interesting insights. A manager may engage with employees to establish action plans to achieve their stated goals, conforming to the company’s objectives.
Employees may be unsure of how to set work objectives that they can achieve with ease. In fact, oftentimes, employees start off with ambiguous or poorly worded goals, without any action plan to achieve them, which positions them for failure.
Instead, using the SMART (specific, measurable, attainable, relevant, and time-based) model, carefully structured with clear and trackable objectives, may help the cause. Each component of the SMART framework works together to establish limits, define next actions, identify required resources, and provide success indicators.
If you break down long-term objectives into smaller chunks of objectives to be executed at a certain timeline, you can keep your team focused on the end goal while also making it simpler to execute each step.
Managers should have a thorough insight into their organization’s work processes and how they may lead to their company’s growth. Those who improve their employees’ abilities through knowledge sharing offer a positive example for employees to be engaged and educated throughout their careers. This might enhance the knowledge management process significantly.
The primary purpose of knowledge acquisition is to increase an organization’s efficiency and disseminate that information to its employees. To optimize an organization’s knowledge base, the manager should be able to contribute to the knowledge management process by providing valuable information that can be shared with all employees.
The objective is to facilitate corporate learning and foster a learning culture that encourages knowledge exchange.
Good managers turn out to be competent leaders who believe in the process of collaboration. For the same,they should ensure that each employee feels appreciated and motivated to succeed. This can be achieved through positive feedback and when the employee shows a high level of involvement in the workplace. Make sure that each member of your team feels appreciated if you want them to succeed.
Best manager qualities include providing employees with constructive feedback, both on what they did well and on how they can improve.
Here are some suggestions for keeping people engaged and cheerful at work.
Giving employees a mission they understand and feel passionate about is an important aspect of keeping them engaged and enthused about their careers.
Motivation can come from a mission statement that makes it clear why all those long hours of work are worthy, rather than just talking about company profits.
One of the primary reasons for employees losing interest in their jobs is that they believe their efforts are insignificant and their contribution does not make any difference to the company. Thus, acknowledging the employee’s efforts and guiding them to align their efforts with the company objectives makes a big difference.
You can motivate your employees by merely praising them for working extra over the weekend or for their innovative ideas at a meeting.
Employees despise uncertainty about their job and feel insecure, which reduces their productivity. They will feel more involved and valued if you communicate with them honestly. Of course, not every piece of information should be shared with every employee at all times, but having a policy in place that communicates key things in a timely and professional way is critical for keeping employees engaged.
Remote employees may feel like they aren’t part of the team, which might undermine their motivation. They should be encouraged to collaborate and learn from one another. Employee camaraderie goes a long way toward making one feel included. Most employees feel excited and enthusiastic while working as a team.
Nothing demotivates employees more than a manager who does not seem to be on their side. A manager’s main responsibility should be to assist his team in doing their duties and ensuring that they have the tools, feedback, and support they need to do so effectively. This is where manager coaching can play a crucial role in empowering employees and guiding them towards success.
You may serve as their advocate by talking with your employees, asking if they have any difficulties or queries, and advocating their best interests to the experienced ones.
Employees want to advance in their areas, companies, and professions. They remain engaged at work if they have possibilities for personal and professional development. Give them those precise and constructive comments so they can figure out how to enhance their performance.
Helping them enhance their performance will boost their self-esteem and make them happier at work. To achieve this, it’s crucial for managers to focus on development goals for work, ensuring they can effectively guide their teams towards growth and success.
Focusing on employee training and development ensures that team members are equipped with the necessary skills to grow and succeed in their roles.
When team members do well, one of the admirable qualities of a good manager is that they give them credit and emphasize their accomplishments in briefings and performance evaluations, which helps them progress in their careers.
As a manager, you may assist your team in identifying their strengths and putting those skills to work on projects. Discuss individual team members’ professional objectives regularly.
Since every team includes diverse personalities, it’s critical for a skilled manager to have excellent dispute resolution abilities. Understanding how to settle and arbitrate conflicts in a manner that makes employees feel appreciated is critical for keeping projects on track and employees’ morale high.
Employees who see you as a role model may acquire the important abilities they need to succeed. To be a successful role model, show the values you want your team to have, such as honesty, openness, and a desire to accept more responsibilities.
Accepting responsibility may demonstrate to your colleagues that you are willing to learn from your errors. If you see a member demonstrating a favorable trait, be sure to compliment them. You can inspire your employees to emulate the attributes you expect from them by demonstrating them yourself.
Some other qualities of a manager that have become relevant in the current business environment include:
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