How to Be a Great Manager

When you think about the elements of a thriving company, what comes to mind? For many, it’s strategic planning, a skilled and knowledgeable CEO, or the ability to adapt and innovate as markets shift.

Although these things are important, they miss one crucial aspect of an effective business: managers. Learning how to be a great manager takes effort. 

Discover the characteristic traits of great managers, why the best managers have the most positive impact on team productivity and performance, and how to avoid pitfalls for organisational success.

Building great managers is more than just an arbitrary goal. Here are some ways that it can make or break company performance.

According to data from consulting giant Gallup, 70% of the variance in employee engagement between teams in the same organisation is due to the quality of the manager. 

Employees working under great managers are six times as likely as others to report that they are able to do what they do best every day and also six times as likely to be engaged in their work, two factors strongly associated with high performance.

Company culture is a primary driver of organisational achievement. Data from McKinsey shows that 70% of transformations fail, and 70% of those failures can be attributed to culture-related issues. 

Additionally, employees who feel connected to culture are 62% less likely to feel burned out and 47% less likely to look for another job than those who don’t feel connected to culture. 

Great managers influence culture by fostering open communication and valuing others’ opinions, which is critical for good conflict management. They connect with their employees with genuine conversations and support, reward excellence often, and motivate others by playing to their strengths.

Nailing down what “great management” looks like can be challenging. The following traits can help you assess your team and help them begin developing the traits they need to lead well.

Strong and assertive communication skills set the foundation for building trust with others. 

When a manager communicates well, they are able to bring clarity to any situation, which in turn instils confidence and eliminates roadblocks.

Managers with high levels of emotional intelligence are often better at active listening, which helps them more easily discern the perspectives of others when conversing or giving feedback. 

EQ also helps managers avoid emotional bias, which leads to better, fairer, and more objective decision-making. Managers can build the trust and rapport needed for a positive and supportive work environment by demonstrating understanding and objectivity.

Today’s business landscape is ever-changing, and being adaptable ensures that managers can navigate change smoothly. 

Instead of getting frustrated when problems arise, great managers are quickly able to assess the situation, identify root causes, and develop viable solutions, keeping progress on track and boosting overall productivity.

Strategic thinking allows managers to anticipate future challenges and identify the best way to allocate resources to overcome obstacles and take advantage of opportunities. 

It also helps them develop a broader perspective for enhanced decision-making as well as create a clear vision and effectively communicate it to the team. 

This type of forward thinking gives teams a competitive advantage and drives innovation and growth.

Excellent management is all about having the correct set of skills. Consider how the following competencies can help managers consistently achieve strategic goals and objectives.

Managers need to deeply understand each team member’s strengths and delegate tasks accordingly. This, in turn, maximises productivity and keeps projects moving forward. 

Additionally, they must have robust interpersonal skills that allow them to build rapport and camaraderie with people on their team. 

These skills can assist them in creating an environment of trust and improving morale and engagement.

Conflict resolution skills help managers maintain a positive work environment, essential for increased productivity and performance. 

By effectively managing conflicts, managers can prevent them from escalating and preserve the relationships and communication that are so crucial to strong and effective collaboration.

Good managers know which tasks are urgent and which can wait until later. They know how to properly pace projects to avoid unnecessary emergencies, which can create more stress for the team. 

Effective time and priority management also demonstrates strong leadership qualities, including organisation, planning, and the ability to guide a team toward a common goal.

A great manager knows how to run effective one-on-one meetings and coaching sessions. They have a unique ability to clearly communicate problems objectively and work with employees to identify and execute solutions.

Whether you’re looking for ways to do better with talent management or you want to be a better manager yourself, consider the following tips to help you improve leadership in your organisation.

It’s challenging to get the members of your team to do something you’re not doing. Ensure you demonstrate the behaviours and values you want to see in others.

Don’t wait until the end of the year to tell your team what has gone wrong. Meeting with them regularly serves as a reminder that you care deeply about their performance and the work environment and want to see them be their best. 

Make sure the feedback you’re providing is meaningful and will actually help them get results.

Regular recognition can help improve morale on your team. It shows your employees that the work they do matters to the goals and overall mission of the organisation.

Professional growth benefits both your employees and your team as a whole. 

Not only can it improve performance throughout the company, but it also enhances employee confidence in their role and motivates them to keep working towards their dreams.

No manager is perfect. However, knowing how to avoid these mistakes can help you keep your team pushing towards success.

Micromanaging your employees communicates mistrust and deflates morale.

Instead, consider using neuromanagement, which can enhance employees’ cognitive performance by designing workspaces and protocols in line with their needs.

Allowing issues to fester can erode team performance and camaraderie. 

Find the courage to address problems promptly and remain objective and free of affinity bias during employee conversations.

A lack of clarity can also become a source of stress for your employees and impede productivity. 

Make sure that everyone knows their role, understands their tasks, and has what they need to get the job done.

Now that you understand the traits and actions of a great manager, here’s how to know whether you’re doing a good job with your team.

Whether you’re tracking project completion rates or employee engagement data, tracking metrics can help you figure out whether you are meeting goals and objectives for your team.

Asking for feedback shows employees that their opinions and perspectives are valued. 

Their feedback can help you figure out where your communication may be unclear and how you can improve workflows and culture for increased productivity and performance.

Taking time to reflect on your wins and losses as a manager can bring clarity and self-awareness into your practice. It fosters an attitude of continuous improvement and facilitates better goal-setting.

Being a great manager is crucial to team success. However, it doesn’t always come naturally. Fortunately, Klara can help you and your managers develop the hard and soft skills you need to create a high-performance culture. 

Get in touch with us today to learn more about our skills management platform and how it can empower your managers to take charge of their growth as they push to the next level.