We can itemize the desired skills and qualifications for good managers on a job announcement.. But do we really understand the more intangible qualities that make a good manager?
Here are the twelve ingredients in our recipe for a good manager.
- are transparent. They are authentic, truthful, open, straightforward, accessible, and keep their promises.
- build a trusting environment. They value and respect their employees, and their employees can expect honesty, open communication, and fair treatment.
- communicate honestly. They communicate their expectations clearly and provide direct and timely constructive performance feedback.
- are open to new ideas. They create an environment where it is possible for their employees to be creative and risk making mistakes without fear of reprisal.
- are inclusive. They value the importance of a diverse workforce and actively work to achieve this goal.
- are assertive. They handle adversity with firmness, empathy, and diplomacy, and advocate on behalf of their employees.
- handle pressure They are resilient, with the emotional stability necessary to handle high-stress situations.
- have strong analytical skills. Their thoughtful and systematic approach helps them to make good decisions.
- delegate authority. Their employees are happier and more productive because they are trusted to make good decisions.
- recognize and reward good work. Their appreciation of their employees’ efforts boosts individual engagement and increases employee productivity, loyalty, and retention.
- focus on employee strengths. They develop their employees’ best skills, so the employees feel more competent, confident, and fulfilled.
- help develop their employees’ careers. They continually provide career development opportunities to help their employees advance.
How do your managers stack up against these qualities? If they exhibit most of them, you’re very lucky and you should do everything possible to them. If your managers lack many of these qualities and you want to retain them, then management development is necessary. Providing management development opportunities is also an excellent way to retain good managers.
Research has shown that when companies increase their managers’ skills, they can double the rate of engaged employees. The resulting increase in productivity can lead, on average, to 147 % higher earnings per share than their competition.
Contact me for a brief white paper: Why Managers Don’t Manage- and How to Help Them.
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