What Makes Someone A Great Manager?

 

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It seems that there are endless definitions for what can make someone a poor manager. This is because, unfortunately, most of us have experience working under them. From overloading their employees with work to never taking responsibility, from poor communication to seemingly lying to their employees, or in some cases even pulling moves like denying holidays that have been requested far in advance, it’s not wonder that some communities online, albeit vocal communities like r/antiwork, are picking up steam; discussing the difficulties and worries of corporate life.

But that doesn’t mean good management can’t exist. In fact, good and great management is necessary for operations to work capably. It’s rare that a firm staffed with uncaring or disliked managers ever really thrive in terms of their productivity, and so making sure those you hire for those positions are aware of their responsibilities is key. If you’re going into management, then making some time to figure out that forward path can be key, too. In this post, we’ll discuss those techniques and how to consider them going forward:

The Willingness To Resolve Conflict

Conflict resolution is a necessary skillset in life, but in professional terms, it can be hard for people to know how to begin. This is why the TKI assessment is so important; it can help you learn your conflict management style so that being assertive, focusing on resolutions and understanding exactly what your priorities are won’t elude you, or won’t feel forced. This way, even the difficult aspects of managing staff can be something you attend to on any given day, without escalating the issue.

The Commitment To Being Fair

The best managers are firm but fair. This means that giving staff every chance to voice their concerns in response to a change will help them thrive. It also means weighing up each situation that takes place and understanding which would be the most appropriate for all parties, rather than just putting your foot down and silencing issues. If you operate an open-door policy, you’re fair to each staff member, and you’re communicative, then staff will generally treat you with deep respect. Becoming an advocate for your team and taking responsibility for them will always help.

The Responsibility Of Managing Careers

Managers need to take a healthy interest in the careers of their staff. This is what they’re trusting you with. From finding placements for those that deserve it, to reviewing staff progress and helping them with tasks they’re struggling with, over time, investment you place in their careers are sure to be paid back to you in kind. Moreover, this gives you the chance to work with a group of people who are appreciating in value, potential, responsibility, and enthusiasm. That’s a good place to be in, and it’s how certain departments continue to lower staff turnover, to enhance productivity, and to develop bonds within the entire team as part of that.

With this advice, you’re certain to become the kind of manager you always wished for when employed. In the long run, this can help you develop an excellent reputation.
 

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