The Recipe for a Good Manager

Good managers increase employee retention, productivity, and engagement.

Here are the twelve ingredients in our recipe for a good manager.

Good managers:

1. are transparent. They are authentic, truthful, open, straightforward, and accessible. They walk their talk and keep their promises.
2. build a trusting environment. They value and respect their employees, and the feelings are mutual. Their employees know they can expect honesty, open communication, and fair treatment.
3. communicate honestly. They clearly communicate their expectations. They give straight answers and provide direct and timely performance feedback.
4. are open to new ideas. They invite and implement their employees’ ideas. They enable their employees to be creative and make mistakes without fear of reprisal.
5. are inclusive. They value the importance of a diverse workforce and ensure that company policies and procedures actively achieve this goal.
6. are assertive. They handle adversity with firmness, empathy, and diplomacy. They advocate on behalf of their employees.
7. handle pressure They are resilient. They have the emotional stability necessary to handle high-stress situations.
8. have strong analytical skills. Their thoughtful and systematic approach helps them to make good decisions.
9. delegate authority. They avoid micromanaging because it damages employee initiative and motivation. Their employees are happier and more productive because they are trusted to make good decisions.
10. recognize and reward good work. Their appreciation of their employees’ efforts boosts individual engagement and increases employee productivity, loyalty, and retention.
11. focus on employee strengths. They develop their employees’ skills, so the employees feel more competent, confident, and fulfilled. Their employees are able to contribute more effectively to the organization.
12. help develop their employees’ careers. The employees feel supported while their new skills help to strengthen the organization. These professional development opportunities are highly attractive to potential employees.

Research has shown 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.

Organizations that use peer learning for leadership growth have 36% more net revenue per employee, 9% higher gross margin, and are 4.6 times more likely to anticipate and respond effectively to change.

If you’re ready to build or strengthen your managers’ skills, seek out The Peer Learning Institute for in-house management development. Small peer learning groups target a current workplace challenge, validate, and add to the managers’ knowledge and skills, include a month of reinforced practice, and hold the managers accountable for using their new skills.

Please contact Deborah Laurel for more information.

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