We’ve all experienced the joy of working for a great manager, but we’ve also faced an unprofessional one. The art of becoming an effective leader isn’t an easy feat.
What are the qualities of a great leader and manager?
Being a leader requires a completely different set of skills than doing well in other occupations. There are many positions that are insular and they require the worker to concentrate on their own tasks to the maximum of their abilities.
One of the most essential traits of a great manager is their ability to help others become more efficient at their work.
Managers are in charge of inspiring, motivating and coordinating other employees which is usually more dependent on soft skills than hard ones.
The measurement of a manager’s skills isn’t a straightforward job. They are able to use a variety of interpersonal skills and know-how acquired through experience that are difficult to quantify.
Managers who are good at recognizing the distinctive qualities of their staff and can find ways to make the most of their potential. This requires strategically leveraging strengths of the team while overcoming weak points to create the most effective result.
A large part of this is creating an environment that is inclusive and encouraging a positive work culture. It’s monitoring the way employees work along with how the team’s dynamics develop in relation to turnover and time.
It is essential to understand that there’s not a one-size-fits-all approach to becoming an effective manager. In reality, a variety of methods of management can be successful based on how they’re applied and the employees they’re used with.
The importance of a well-managed business
A company’s success depends on its management. If you take a look at an efficient and productive firm, the results that they attain are usually attributable to great managers who organize and motivate employees, while establishing positive work culture.
Research conducted by Gallup reveal that managers have a significant impact on employee performance , and is responsible for at least 70 percent of the variation in the level of team engagement. This is an astonishing statistic that shows the magnitude of the impact of good management and how important a tiny percentage of employees contribute to the overall success of the business.
There is an direct relationship between engagement of employees and the performance of an organization. Employees who are more engaged have higher productivity and commitment enhanced services, better retention of talent, and increased satisfaction with customers while reductions in absenteeism.
The HBR survey of employees (predominantly executive-level managers) in organizations with more than 500 employees They discovered ” strong executive leadership” and ” high level of employee engagement” to be two of the top ranked factors (71 percent) most likely to result in success.
Effective managers are crucial since their actions have a wide-ranging impact and last for a long time. The way a manager does their duties affects a huge amount of employees at each stage of their employment time.
Take a look at a person who performs poorly. Although frustrating, their incompetence or inefficiency is restricted to the specific job they perform, and to employees directly involved in the outcomes of their job. Consider a supervisor who supervises several employees. The importance of their performs is elevated, impacting numerous employees, and reaching much further into the company and having a huge impact on the company.
In the year 2017, Harvard Business Review published an extensive research study into the effects of management practices on the US manufacturing industry. Based on data from more than 35,000 manufacturing facilities They found that facilities that emphasized management that use incentives and strict monitoring procedures, were more efficient, innovative as well as profitable..
- A 10 percent increase in the index of plant management led to an increase of 14% in the productivity of labor.
- Examining the top 10% and 10th percent of the plants according to their performance, revealed that methods of management (18 percent) had the greatest impact on the outcome than R&D (17 percent) as well as employee performance (11 percent) and IT expenditure (8 percent).
In light of the costs associated with improving management practices in comparison to re-engineering R&D or IT-related operations the importance of effective management is not to be underestimated. The hiring or training of a tiny amount of managers can have huge impact on business’s growth, and far exceeds the cost.
The negatives of poor management
Management is a crucial aspect and the greater effect it can have on an organisation can have significant consequences in the event of poor management.
Poor managers consume a lot of time and money because of ineffective decision-making and unmotivated employees who are disengaged and have low morale.
The Gallup study that measures employee engagement, asked 1,003 US employees to choose which of the following statements they would agree with:
- “My supervisor is focused on my strengths or positive traits.”
- “My supervisor is always focused at my flaws or my negative traits.”
The third group comprised of “ignored” employees comprised employees who did not agree with both statements.
Source: Gallup
The findings indicate how 25% belong to those who fall into the “ignored” category and only 22% are satisfied with their work. 57% of them aren’t and an alarming 40% are disengaged and actively looking for a way to improve their lives.
Gallup discovered that not paying attention to your employees is about two times more likely result in active disengagement as looking for the weaknesses.
In addition to disengaged employees, a major negative effect that poor managerial performance can cause is an increase in employee turnover. There’s a saying in business that “people don’t quit their jobs, they just leave the managers” as well as data confirms this. Two out of two employees claim they’ve quit their job to escape an employer throughout their career.
Employees are more likely to pursue new opportunities if theyhave:
- Are not in a good rapport with the boss
- Aren’t supported in their professional and work growth
- Do not have the ability to maintain an honest and constructive dialogue with their boss
The characteristics and traits of a successful leader and manager
Finding employees who possess the characteristics of a great manager is an extremely challenging task. Many of the characteristics that make a good candidate can be summarized into an inventory of characteristics.
The research conducted by Gallup suggests that only one-in-ten of people have all the abilities necessary to be successful as well as two in 10 people showing some of the characteristics of a great manager.
A list of the essential qualities required of a great manager is as follows:
1. Empathy
Managers need to care for and think about the health for their workers. This requires showing compassion and emotional intelligence in order to ensure employees do not suffer from burnout, lack of motivation or anxiety.
A manager who is able to imagine themselves in another’s position and recognize the difference between what is going on and not, increases the employee’s engagement and efficiency while reducing turnover.
Being able to respond with the right support will help employees overcome the obstacles they face and ensure they have the right structures that will allow them to do their work.
The most compassionate managers also safeguard their employees from unfair criticism or demands that are not acceptable. This could include defending employees from unfair criticism or arguing their viewpoint to the management team when unattainable deadlines are set for work.
2. Work ethic
Management requires a solid dedication to work and the ability to go above and beyond to help the team.
The responsibility of overseeing many employees and projects frequently results in a large amount of work and lengthy hours. However, successful managers do not hesitate to do the job required. Instead, they commit their time and energy to their job and set a positive role model to their staff.
Managers who are hardworking and do not just let their job are more likely to be loyal and committed to their work.
3. Honesty and fair
The employees respect managers who are fair, honest, and transparent in their interactions with them.
They would like honest feedback, and they want to be up-to-date on their job situation in a truthful manner. Refraining or obstructing important information from employees can backfire and creates distrust in the future.
If employees don’t trust or feel confident in their boss The relationship is strained and may even become insurmountable in most extreme scenarios.
4. Reliable
Also, showing credibility and reliability is the first step to developing a positive relationship with staff members . It is also essential to leadership.
Management teams that stick to their word are successful.
Employees must be able trust their supervisors and know that they’re not saying one thing but doing something else.
5. Communication skills
A good set of communication abilities are essential to being a great manager. A manager’s job is in communication with the workers below them as well as the management team that is that is above them.
The monitoring of team performance, receiving feedback and keeping track of any potential issues requires constant contact with the key people.
Managers have to be able assign duties and succinctly describe the essential elements They must also be excellent listeners. It’s a dual exchange. Managers who aren’t able to accept feedback and recognize employee concerns are unable to build a cohesive workforce and to adapt to changing situations.
Today, for many managers, written communications and collaborating via video calls may be more important than face-to face interactions. Technology is advancing into the workplace and remote working never going away, effective managers have learned to tackle these problems and figure out the best method to supervise a team when physically dispersed.
6. Motivational
As we’ve mentioned that one of the main objectives of the management is to achieve the highest performance from their staff. This is often a result of motivating employees and encouraging them to be successful.
Each employee is unique, and finding a way to motivate them all isn’t an easy needle. What is effective for one group of employees may not work for different employees. Certain staff members respond well to loud and enthusiastic encouragement, while others prefer to be acknowledged privately or with incentives that provide tangible benefits in exchange for achieving specific goals.
The most effective managers are able to connect to a variety of employees, and can tailor their motivational strategies, so they can all achieve their full potential.
7. Making decisions
Making decisions is an essential aspect of management. Being able to comprehend the relevant information and making the right decision is a crucial ability that all managers must master.
While employees perform the majority of their tasks, the manager decides on the direction of the team and how the work is completed.
- If there are issues during the course of a project, how can the team handle it?
- When it comes to recruitment, who takes the final determination regarding new employees?
- In planning activities for learning and development What do you think the team’s primary focus should be?
These are only the most obvious examples. But what makes a great manager is knowing the best method to satisfy the needs of the team and achieve the goals that are desired.
Many of the common mistakes that managers make can be traced in poor decision making. This could be due to the inability to make a choice without hesitation due to the consequences, or the inability to refuse, or the right time and place to take risks.
8. Adaptable
Managers who do not adapt keep their teams behind in the rapidly changing business world. If it’s enhancing the positive aspects to take advantage of new opportunities or eliminating the negative, and adjusting to new circumstances it is imperative to be flexible.
This can be reflected in how a supervisor motivates staff and incorporates technology that is new or pivots to a different method, or alters schedules and work plans.
The most successful managers adapt to changes quickly and efficiently to ensure that their team’s output is always up-to-date and competitive.
9. Affirmative and trustworthy
The best managers are those who support their staff and believe in their skills. They are able to stand up for their employees and defend them before the top management.
They can delegate their tasks with confidence and don’t control their work. They recognize that having faith in skilled employees allows employees to increase their capabilities and their professional growth.
10. Time management
Managers are faced with a multitude of tasks to attend to and competing priorities to manage.
- HR must confirm that the payroll information is correct.
- The leadership wants to make an update
- A purchasing order requires authorization
- The new problem calls for an approach
- And many more
To track everything and ensure that the team’s performance is at its peak, you need exceptional time management skills as well as the ability to delegate effectively. This requires understanding the skill set of every team member and the capabilities they are able of.
Managers cannot be everywhere at the same time. Instead, they must know what the best utilization of their time is and then hand it over to others.
