What Makes a Great Manager

It is often said that people join companies but leave managers. This statement holds true, highlighting the crucial role managers play in employee satisfaction and retention. For those in management roles, regularly reflecting on what makes a great manager can lead to a more rewarding experience for both them and their employees.

The Value of Great Management

Retaining key employees and reducing the need for frequent training can make a manager’s job significantly easier. By earning the confidence and respect of employees, managers create a positive work environment where team members feel valued and are more likely to stay. Delivering on the qualities that define great management not only benefits the team but also makes the manager’s professional life more fulfilling.

Key Qualities of a Great Manager

Listening First

A great manager prioritizes listening before responding. Employees often have ideas, concerns, and daily observations to share. By avoiding distractions and refraining from interruptions—even when the answer is known—a manager demonstrates respect. Allowing employees to fully express themselves fosters trust and builds mutual respect within the team.

Recognizing Positive Actions

Recognizing and acknowledging employees’ successful efforts and initiatives is essential. While it is easy to internally note accomplishments, turning that recognition outward by thanking employees can make a significant difference. Most employees are motivated by recognition rather than monetary rewards alone. Great managers understand that acknowledgment, even if not public, helps employees feel appreciated for their contributions.

Sharing the Wealth

Many managers receive bonus compensation based on team performance. When this happens, a great manager rewards their team in tangible ways, such as treating them to lunch or sharing a portion of the bonus. This gesture reinforces appreciation and helps employees see how their efforts contribute to collective success.

Setting Clear Expectations

Employees should have a clear understanding of what is expected of them. Setting deliverable milestones over defined periods and regularly reviewing performance against these goals helps employees improve and feel accomplished. Managers should discuss progress, congratulate team members on achievements, and help set new goals for continued growth.

Providing a Roadmap to Success

Offering a clear roadmap for employee success is a hallmark of great management. In addition to regular one-on-one meetings, managers should schedule discussions for at least six months before performance reviews. These meetings should clarify where employees stand, identify their aspirations, and develop actionable plans to achieve their goals. While some team members may aim for solid performance, others may seek to exceed expectations. Supporting all employees in their development is key to building an outstanding team.