Want To Be Just A Manager? See What Good Managers Do Differently

In today's competitive business landscape, effective leadership is more critical than ever. Great managers, however, are rare gems. A study by Gallup shows that only about 1 in 10 individuals naturally have the skills required to excel as managers.

While many people possess certain qualities essential for leadership, only a select few demonstrate the right blend of abilities and the unique ability to motivate, inspire, and empower their teams to achieve extraordinary results. Because let's face it. Managing people from different walks of life isn’t an exact science or a one-size-fits-all formula. It is more than just overseeing tasks—it's about respecting, motivating, and inspiring people to reach their full potential and driving meaningful results that benefit both the team and the organization.

Key Traits of Effective Managers

A 2024 McKinsey report reveals that a substantial majority of employees (72%) believe that recognition from their manager has the greatest impact on how engaged they feel at work. This statistic highlights just how critical it is to take a people-first approach to leadership. Here are some traits that make managers not just first-line supervisors but leaders everyone looks up to. 

1. Focus on Open Communication

Great managers value open communication above all else. This includes frequent communications and updates, ongoing one-on-one check-ins, and establishing forums where employees can safely express their ideas and concerns. These weekly meetings have been invaluable. They give you a valuable tool to track project progress, identify potential roadblocks and address any issues before they become a major concern.

When a manager shows respect by thoughtfully listening to an employee’s idea for improving a process, that’s exhibiting the trait. This step helps build an agency-wide culture of innovation. Transparent communication ensures that everyone from clients to staff know that they are heard and needed, establishing a sense of trust and transparency.

2. Empower Teams to Succeed

Empowering your team goes beyond delegating tasks and responsibilities. This could mean providing regular training, access to technology that makes their job easier, or simply empowering them to make more decisions.

When employees know they have support in their corner, they’re more engaged, more inclined to create great work and more willing to own their work product. When a manager gives their team the freedom to make decisions and fix issues on their own, they foster confidence and initiative that serves the whole organization well.

3. Build a Positive Work Environment

Each team member comes with unique needs, strengths, and challenges. For example, while some employees are motivated by public recognition, others may perform their best when praised privately.

Great managers adapt their leadership style and create systems that cater to these diverse preferences, enabling employees to thrive. By actively listening and understanding what drives their team, effective managers can identify individual likes and dislikes. This transparent, community-driven approach builds trust, encourages greater engagement, and builds an environment where teams feel valued. 

4. Promote Learning and Growth

Effective managers invest in their team’s growth. This might involve running mentorship schemes, ensuring employees have access to online learning resources or providing more useful feedback on performance reviews. For example, you can recommend certain skills for staff to learn.

Pairing employees with successful mentors can help their career progression as well. When managers reinforce the importance of learning, it communicates that they care about their team’s long-term growth.

5. Encourage Feedback and Self-Improvement

Fostering a culture of ongoing feedback makes things easier for managers and employees alike. Consistently soliciting feedback on your leadership or team operations is a great way to uncover blind spots you can work on.

Just like a good coach, giving strong, constructive feedback to employees makes them want to improve. For example, suggesting ways to refine a presentation instead of just pointing out flaws helps them improve without feeling discouraged.

6. Embrace Change and Flexibility

Adaptability to change is essential in today’s rapidly moving workplace. From changing administrative processes to reacting to a new challenge that emerges, being adaptable allows teams to operate successfully through uncertainty.

For instance, if a project’s direction were to suddenly change, an effective manager would reprioritize and outline the new objectives right away. This saves everyone stress and helps the team stay focused on building towards the future.

7. Recognize and Value Diverse Perspectives

Inclusive managers know that greater diversity among their teams leads to better outcomes for problem-solving and innovation. When they proactively get input from team members who have different backgrounds or experiences, they help create a more robust decision-making process.

For example, discussing and encouraging individual ideas during team brainstorming sessions makes everyone feel included and valued. 

8. Provide Clear Goals and Vision

Providing clear goals and objectives provides employees with focus and the greater sense of meaning. A manager who can clearly articulate a vision for the team will enable all team members to align their efforts with the organization’s broader goals.

For example, breaking down a big project into smaller, achievable tasks with specific deadlines makes it easier to track progress. When team members have clear expectations, there’s less confusion and a faster path to getting things done.

9. Show Empathy and Understanding

Empathy is the foundation for creating meaningful relationships with your team members. Having an awareness of what they’re dealing with, both at work and at home, goes a long way in proving you’re invested in their success.

Small but meaningful things, like flexibility during a family emergency or access to mental health resources, can go a long way. Employees who know that their organization has their best interest at heart are much more likely to remain loyal and engaged.

10. Lead Through Actions and Integrity

Their actions speak louder than words. Leading by example is the most effective way to motivate your employees. A manager who is on time, meets deadlines, and is even and fair to all employees establishes a strong precedent for expectations.

Integrity is just as important — being honest, reliable, and principled are essential to establishing trust. Employees will go the extra mile for a leader they admire.

Common Mistakes Poor Managers Make

Poor management can be a silent killer within an organization. It erodes employee satisfaction, stifles innovation, and undermines overall success. By understanding the common pitfalls that plague ineffective leaders, organizations can cultivate a more positive and productive work environment.

Step 1: Foster Open Communication

• Action: Encourage your team to share ideas, challenges, and feedback openly.
• Example: Hold regular one-on-one meetings where employees can discuss their concerns or suggest improvements without fear of judgment.

Step 2: Set Clear Expectations

• Action: Clearly define roles, goals, and performance metrics to ensure everyone knows what’s expected.
• Example: At the start of a project, share a detailed plan outlining deadlines, individual responsibilities, and the project's purpose.

Step 3: Recognize and Reward Achievements

• Action: Celebrate team and individual accomplishments to boost morale.
• Example: Send a public "thank you" email or organize a small celebration for hitting a major milestone.

Step 4: Lead by Example

• Action: Demonstrate the standards, behaviors, and work ethic you expect from your team.
• Example: Show punctuality by arriving on time for meetings and being prepared, setting a professional tone for the team.

Step 5: Provide Constructive Feedback

• Action: Offer feedback that is actionable, balanced, and focused on growth.
• Example: Instead of saying, "You missed the deadline again," say, "Let’s discuss what challenges you faced so we can prevent delays in the future."

Step 6: Empower Your Team

• Action: Trust your team with responsibilities and let them make decisions within their scope.
• Example: Delegate a project to an employee, allowing them to lead and present updates directly to stakeholders.

Step 7: Invest in Employee Growth

• Action: Support your team’s professional development through training, mentorship, or opportunities.
• Example: Offer to sponsor a relevant workshop or suggest taking on a stretch project to build new skills.

Step 8: Address Conflicts Promptly

• Action: Tackle issues early to maintain a positive team dynamic.
• Example: If two employees have a disagreement, facilitate a calm discussion to understand both perspectives and find a resolution.

Step 9: Be Adaptable

• Action: Embrace change and remain flexible to new ideas or shifting priorities.
• Example: When a project’s direction changes, communicate updates quickly and adjust the plan without frustration.

Step 10: Prioritize Employee Well-being

• Action: Show concern for your team’s work-life balance and mental health.
• Example: Offer flexible working hours or encourage taking breaks during busy periods to prevent burnout.

By implementing these steps, managers can create an environment where employees feel valued, empowered, and motivated to perform at their best.

Final Thoughts

Great managers excel because they focus on fostering growth—not just for their teams but also for themselves. They actively listen, adapt when necessary, and exemplify the values they want to instill in others. By building trust and creating an inclusive culture where everyone feels appreciated and supported, they set the stage for both personal and organizational success. Through clear communication and avoiding common missteps, they cultivate a work environment that is not only productive but also deeply fulfilling.

If you aspire to be a better manager, start with small but meaningful changes. Begin by understanding your team’s unique strengths and needs, and use that insight to guide your approach. Remember, great management isn’t about achieving perfection—it’s about continuous learning, growth, and becoming better with each day. With dedication and an open mind, you can inspire your team to achieve extraordinary results.

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