Take a moment to think about the best manager you’ve worked with. What was he or she like? And now, think about the worst manager in your professional career. How do the two persons differ and why do you consider them good or bad in their role?
Team management is not an easy task and let’s admit it – not everyone is a good fit for the job. According to Gallup, less than one-third of Americans are engaged in their jobs in a given year and the result has been consistent since 2000. The truth is that a lot of managers aren’t able to create conditions in which employees can develop and feel motivated. Some even leave their jobs because of what their supervisors are like. But the role of a good manager in keeping employees involved and enthusiastic about their work and workplace is not to be undermined. It turns out that a good manager can work wonders in terms of employees’ productivity and commitment, but also personal well-being and comfort of work.
A good manager takes care of their communication with the team, either in person or online (and ideally a combination of both). The key is to make communication consistent and mutual – giving the employees a chance to voice their opinions and ask questions is equally important. They should also be sure that their messages are and addressed adequately and not ignored.
Regular communication also helps build stronger relationships with employees and get to know them as people and not only staff. It can, in turn, result in greater comfort of work and job satisfaction and prevent many potential conflicts among the team.
Another important element a good manager should take care of is performance management. Managers who focus on results too much and don’t give employees enough room for progress and personal development often neglect it. Instead, they should assist in setting work priorities and performance goals, at the same time tracking employees’ progress and providing regular feedback.
When it comes to feedback, there’s another thing to remember about, namely to always focus on employees’ strengths instead of weaknesses. It doesn’t mean ignoring the flaws or areas for improvement, but giving employees a chance to work on them and focus on what they are good at. It’s extremely valuable in helping them grow.
A manager should be an expert in their field – they should always know what employees work on and oversee the process, but also be able to delegate tasks whenever needed. But a good manager is also a good leader – fair, reliable and not afraid to make a difficult decision. They should give their team the confidence that they know what they are doing, as otherwise it might be difficult to gain their trust. As a leader, the person should empower the team and lead them by example. On the other hand, they should never let their position negatively affect their relations with employees. It’s not an easy task, but it’s definitely worth the effort.
Efficient tools can be of great help in trying to become a better manager. HeySpace, an efficient task management and communication tool, will help you communicate with your team quickly and effectively in real time. Apart from that, it will make the workflow management easier than it has ever been and leave you the time you need to build strong relations with your team and provide support they need.