Managers who are caring take time to get to know the individuals in their team. They’re genuinely interested in people’s success and personal well-being and show this by regularly checking in with people on how they’re doing both at work and outside work.
Managers who are good coaches focus on developing the people they work with as well as getting the job done. They ensure they have regular one-on-one meetings with team members and encourage them to present solutions to problems, rather than solving problems for them.
Managers who are great communicators are good listeners. They allow time for others to speak. They have a clear understanding of the organization’s vision and share it with the people in their team in a way that motivates them. They keep their team up-to-date on what’s happening in the organization.
Managers who show a genuine interest in employees’ career development acknowledge improvement (not just deliverables). They take time to discuss people’s long-term career aspirations and help them understand potential career paths at and outside the organization.
How a manager behaves in challenging circumstances can have a significant impact on their team. Managers who are emotionally resilient are aware of how their mood affects others. They remain calm and productive under pressure and cope well with change.
Managers who value fair treatment will allocate tasks and set schedules keeping in mind people’s capacity and development goals. They acknowledge good work. They build a diverse and inclusive team and encourage diversity of thought.
Managers who foster innovation empower their teams to make decisions – and learn from failures and achievements. They don’t micromanage people. They encourage innovative ideas and approaches and help people to implement them.
OVERALL MANAGER EFFECTIVENESS
Managers who are effective help people stay motivated to do their best work. They make the people they manage feel valued and supported. They feel they’re successful when the employees they manage are successful. People willingly recommend them as a good manager.
Managers who are results oriented ensure that performance standards are maintained. They work with team members to help remove blockers impeding tasks being completed and help the team get workable outcomes from team meetings.
Managers with the required technical capability add value to their teams. They can roll up their sleeves and work alongside the team when necessary. They empathize with the challenges the team face and have the necessary skills to help devise solutions.
VISION AND GOAL SETTING
A manager ensures the vision and strategy of the organization is translated into an actionable vision and strategy for the team. They help people understand how their role contributes to the organization’s success.
From Culture Amp: “We [took] a look at how Google’s People Operations team defined what makes a great manager. Culture Amp has augmented this research with their own and current organizational psychology research to identify the 11 traits of great managers.”