Good Manager Qualities: Lessons We’ve Learned

While all employees are essential to a business, managers play a distinct role in organisational success. 

They are the people who translate broader organisational strategy into action, motivate and equip employees to do their best work, and foster a positive work environment that increases morale, engagement, and productivity.

Knowing whether your managers are truly operating at their highest potential can be challenging. How do you develop the qualities and competencies needed to achieve that goal? 

Whether you’re looking to improve your managerial practice or your team, here’s what you need to know about boosting your organisation’s most valuable asset.

Good managers are critical to success at every level. Here’s why.

Managers are responsible for providing clear goals and expectations that help employees avoid confusion. 

They also provide resources and support and solve problems quickly, which helps teams thrive and stay productive in fast-paced environments.

According to Gallup research, 70% of the variance in team engagement and performance is determined solely by the quality of the manager. 

Good managers keep employees engaged through effective communication and regular feedback. 

They increase employee retention by maintaining open communication and recognising employees for their wins.

The qualities of a manager extend beyond individual performance to influence the entire organisation’s culture. 

A manager who demonstrates empathy, integrity, and accountability creates a workplace where employees feel respected and motivated. 

Conversely, poor qualities such as favouritism or lack of transparency can quickly erode trust and morale. The daily behaviour of managers becomes a model for employees, shaping how teams interact, collaborate, and approach challenges.

It’s important that teams know how to identify the characteristic traits of great managers. Here are just a few to consider.

Communication is one of the most essential soft skills. It allows managers to transmit vision and objectives to employees and empower them to take action. Communication must be clear, concise, and delivered to motivate employees. 

Good communication and active listening can also help managers build trust and assist their teams in resolving conflicts.

Emotional intelligence allows managers to understand and manage their emotions to maintain calmness and clarity when interacting with others. 

A sense of empathy helps managers see situations from another’s point of view. This is important for building rapport and resolving conflicts more effectively.

Managers must know how to navigate complex situations. 

Analysing a situation and devising a viable solution to roadblocks not only builds the team’s confidence but also helps them maintain morale and productivity as they keep pushing forward.

Managers who act according to ethical principles have proven they can be trusted. This also sets a positive tone and example for all employees, encouraging them to demonstrate similar values. 

Such an environment safeguards the organisation’s reputation as one that upholds the highest standards.

Strong leaders recognise that they do not have all the answers. Humility allows managers to listen openly to feedback, admit mistakes, and continually learn from their teams. 

A willingness to learn encourages innovation and ensures managers remain adaptable in a fast-changing world. By showing humility, managers demonstrate authenticity and build deeper trust with employees, who feel valued for their own ideas and contributions.

Experienced leaders know the skill and hard work it takes to excel in management roles. 

Here are just a few of the lessons managers have learned about how to obtain and maintain success

When managers consistently demonstrate the behaviours they expect from their team, it builds credibility and respect among employees. 

It also fosters a positive work environment and boosts morale, because employees know managers don’t receive preferential treatment because of their status. 

All employees feel valued and understand how their behaviour makes a better workplace.

Transparency is yet another crucial building block of employee trust. Transparent communication ensures that employees know what to expect at every turn. 

Transparent management practices also promote accountability at all levels, further enhancing teamwork and a positive work environment.

Different teams possess a unique assortment of personalities, skills, and goals. 

Tailoring your leadership and communication styles to meet the needs of your team can help you ensure each person clearly understands the goal and their responsibility in achieving it. 

Adapting to team dynamics also allows you to create environments that maximise creativity and innovation.

Experienced managers often share lessons that cannot be found in textbooks. 

For example, some leaders have found that over-communicating during periods of change is more effective than assuming silence will reduce anxiety. 

Others highlight the importance of recognising small wins to keep morale high in long projects. Real-world stories like these illustrate how good qualities translate into everyday behaviours that strengthen teams and drive results.

Good management is never easy. Here are some tips for avoiding common mistakes on your journey to becoming the best possible leader.

While you may have good intentions, micromanaging your employees signals to them that you don’t trust them. 

Constantly monitored employees may also lose their sense of ownership, which can cause them to disengage and avoid taking initiative. 

Instead of micromanaging, set clear expectations, delegate effectively, provide regular feedback, and foster a culture of open communication.

When managers avoid addressing issues, it can cause employees to feel hesitant to address concerns of their own. 

Additionally, it deprives employees of the opportunity to grow and learn from their mistakes.

 It’s always a good idea to face challenging conversations head-on, going into each one well-informed and committed to displaying empathy, objectivity, and a commitment to appropriate emotional control.

Gallup surveys show that well-recognised employees are 45% less likely to have left your organisation after two years. 

Regular recognition for excellence and behaviour that aligns with company expectations reminds employees that they are valued and their hard work doesn’t go unnoticed. 

It can also boost morale, job satisfaction, and employee engagement.

A common mistake managers make is neglecting inclusivity in their leadership style. Failing to consider diverse perspectives can create barriers for employees and reduce innovation. 

Inclusive managers actively seek input from different voices, ensure fair opportunities for growth, and foster a sense of belonging across the team. 

By overlooking inclusivity, managers risk disengagement and missed opportunities for creativity and collaboration.

Implementing these essential practices can help you improve as a manager and help your team build the right skills.

Leader development training can help managers understand how to connect and communicate with their teams effectively. 

Training programmes provide established and proven curricula that cover important leadership topics such as managing performance, delegating, improving workflows, and increasing engagement.

Peer learning and knowledge sharing help connect leaders from various parts of your organisation to build community and learn from one another’s mistakes. 

By discussing challenges and effective solutions with others at the same level, leaders can refine their decision-making skills and increase competency in various areas.

Staying informed about industry and workplace trends can help managers understand and adapt to shifting employee expectations. 

This fosters a more positive work environment and contributes to increased job satisfaction. It also allows managers to try out and adopt new practices, fuelling an attitude of continuous learning and improvement.

Developing a personal leadership philosophy helps managers stay grounded in their values. 

This philosophy acts as a compass, guiding decisions and behaviours even in challenging situations. A leadership philosophy might emphasise transparency, fairness, or innovation as non-negotiable principles. 

Writing down and refining this philosophy gives managers clarity, consistency, and a strong foundation for their leadership journey.

Building a high-performing management team has the power to set your entire organisation on the right course. Fostering an environment of continuous learning, collaboration, and growth is key to achieving this goal.

If you’re wondering how you can build core competencies in your management team, Klara is here to help. Our platform provides practical tools to accelerate skill development and equip your team for success. 

Contact our team today to learn more about how we can help your business boost managerial performance.