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According to HR magazine, a global survey of 22,000 workers in 18 countries represents that employees in the UK are below the world average when it comes to rating their managers as effective. The study highlights the impact of ‘good’ management on the engagement levels of employees and their overall perception of the organisation.

The study implies that employees who are satisfied with their manager include a much higher engagement score and intention to stay with the organisation than the ones who are dissatisfied. Also, employees who rate their managers as ‘good’ feel they have promising prospects within the company as well as confidence in the organisation’s future.

An employee’s evaluations of their manager is in response to the qualities of a successful manager and their fundamental duties of doing a good job at managing the team, its work and being perceived as a leader. 

Relation among a business, a manager and an employee

It is well said that a business grows with its employees.

Let’s first understand the relation between a business, a manager and an employee.

Then we will discuss the role and qualities of a successful manager that is driving the business towards growth.

Starting with an example, imagine your business is a car which will only move forward once the driver handles the controls. A manager here plays an important role by being a driver for the company and a driving instructor for his team members. 

To take the company forward, managers have to take over the wheels and steer clear of any bumps and holes in the road and while doing that, the manager also has to look upon employees and teach them to deal with these hurdles. At times, the manager has to give the wheel to a team member to build confidence, that they are learning to drive.

According to Willis Towers Watson, when managers strongly recognize employee performance, then the employee engagement increases by almost 60%. 

What makes a Good Manager?

Manager is not only a position, but a responsibility. It is a responsibility to learn new things, improve the current status, teach to the team and inspire others. 

Management comes in different skills and forms. A good manager is a leader who understands his role and knows how to handle his team. A good manager encourages the employee to learn new things, share ideas and reach their full potential for self and organizational growth.

Apart from getting the work done and inspiring the audience, what is important is the way they handle situations and people.  Their behavior, values and team spirit should be consistent and not biased.

Managers should be flexible and communicate well to meet the needs of both their bosses and their employees.

Managers are not only responsible for the team and their upliftment but also for the growth of the business. The success story is behind the team with a great leadership. Managers have become an important key in businesses because they hire, mentor, and train others with the hope of achieving their goals and milestones for the company. 

Top 6 Qualities of a Successful Manager

It has been noticed that many people leave their jobs because of their managers and way of management.

According to the Wall Street Journal, almost half of the employees quit jobs to get away from their bosses. It is important to have a considerate manager for your employees.

Here are a few qualities that a successful manager should acquire: 

#1 Management

Employees don’t quit their job, they quit their managers.

As a manager, one should know how to handle team members without micromanaging them. Micromanagement is considered to have a negative impact on the organization and ruins employee motivation. With such a responsibility, a manager not only has to keep himself organized, but also has to keep team members organized and on-task.

Another aspect is time management. Managing your time and routine is what your employees see in you. Time management helps in prioritizing tasks and maintaining a balance with employees. Managers who are organized and experienced help their employees to be disciplined and focused. Taking time out to talk to employees, share experience and know about their challenges provides great help to keep them motivated and do their best. 

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#2 Leadership

Able to lead and take the team in the right direction is quite difficult.

Hence, as easy as it sounds, Leadership is difficult.

It needs patience and trust from both ends to understand each other’s point of view. Leadership needs a work culture of mutual trust which can only be built with time and experience.

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Once this trust is established, leadership bestows the ability to motivate and guide the team towards a common goal. This further leads to employee engagement and collaboration of the team with everyone having a single goal. 

#3 Accountability

Accountability is a big responsibility. When everything goes as planned, then being accountable is easy. The real challenge comes when the outcomes aren’t what they should have been. Managers are responsible for the actions of the team, thus it is their duty to step up and take accountability for any failure or mistake. This does not mean that they should defend or hide the mistakes of their team. 

Managers should take this opportunity to make their team understand their faults. This can teach employees to take responsibility for their mistake as it will help them learn and improve. 

#4 Emotional Intelligence

Emotional Intelligence is the ability to recognize, control, and express one’s own and others’ emotions. Emotional Intelligence manages self behavior, understands social complexities and makes decisions in response to achieve positive results.

In today’s business world, one of the important qualities of a successful manager is to have emotional intelligence so that they lead the team with understanding even during the hard times and pressurizing environment. This attribute can make managers calm and productive under stress without compromising on the quality of work. 

#5 Communication

Communication is the main thread between managers and employees.

Most of the time, results are not productive due to the lack of proper communication. It is important for the manager to convey priorities, responsibilities and tasks clearly to all the employees so that all are on the same page.

Communication also includes employee appreciation, meaning that your employees need appreciation for the work and efforts that they have put. Recognizing employees for their work gives a strong and positive message to the team. It lets the team members know that their efforts are valued and they are important for the organization. 

#6 Judgement

Making judgement calls, tackling problems, aiming for the goal; be a role model for others, all these features describe qualities of a successful manager.

A call of judgement or decision is made based on facts and opinions. Good judgement is something that comes with practice and experience. Managers should have the ability to listen to what others have to say and should have a conscience about right and wrong. They should know the facts and be well informed on the topic. 

Decisions are not made entirely based on hearsay’s, intuition and guts, although these are the first thing that helps you in taking decisions. But with time and experience one is able to read the situation and figure out the meaning logically and then exercise good judgement. 

A positive note

Everybody wants an ideal manager in their organization. They want a manager to whom they can look to for motivation. The qualities of a successful manager are not just limited to the above points, there is much more when it comes to client bonding.

From a business perspective, having a good manager is about taking care of the business and its customers. Being a manager is about completing duties and helping the organization and employees grow.

During emergencies, when getting people to listen is more difficult due to hysteria and a panic like situation, people tend to look to the person whom they trust, believe, and carries the power, reliability and good sense to take them to safety.

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