good manager essay

Essay on Being A Good Manager

Students are often asked to write an essay on Being A Good Manager in their schools and colleges. And if you’re also looking for the same, we have created 100-word, 250-word, and 500-word essays on the topic.

Let’s take a look…

100 Words Essay on Being A Good Manager

Understanding a manager’s role.

A manager’s job involves leading a team to achieve set goals. They’re like the captain of a ship, guiding everyone safely to the destination. They make important decisions, plan strategies, and ensure everyone does their part.

Good Communication

A good manager knows how to talk to their team. They share information clearly and listen to others’ ideas. This helps build a strong team where everyone feels heard and appreciated.

Being a Role Model

Managers should set a good example. They should be honest, hardworking, and respectful. By showing these qualities, they inspire their team to do the same.

Problem-Solving Skills

Managers often face problems. They need to stay calm, think clearly, and find solutions. This helps keep the team focused and motivated, even when things get tough.

Encouraging Growth

A good manager helps their team grow. They provide training, give feedback, and encourage everyone to do their best. This helps the team improve and reach their potential.

250 Words Essay on Being A Good Manager

What is a good manager.

A good manager is a person who leads a team or group in a company or business. They help the team to do their best and reach their goals. They are like a captain in a sports team. They make plans, give orders, and make sure everyone is doing their job well.

Skills of a Good Manager

A good manager needs many skills. They need to be good at talking and listening to people. They should be able to make good decisions. They should also be good at solving problems. They need to be fair and treat everyone equally. They should also be good at making plans and making sure they are followed.

Importance of a Good Manager

A good manager is very important for a business. They can help the business to grow and succeed. They can make the workers happy and motivated. This can make the workers do their best and help the business to do well.

How to Become a Good Manager

To become a good manager, you need to learn and practice these skills. You can learn from books, classes, or from other good managers. You also need to practice these skills in real life. You can start by leading small groups or projects. With time and practice, you can become a good manager.

In short, being a good manager is not easy. It needs many skills and a lot of practice. But it is a very important job that can help a business to succeed.

500 Words Essay on Being A Good Manager

A good manager is like a captain of a ship. They guide their team, or crew, through challenges and help them reach their goals. Just as a captain needs to know the sea, a good manager needs to understand their work and the people they lead.

Key Traits of a Good Manager

A good manager has many important traits. They should be a good listener, fair, and respectful. They should also be a good problem solver, be able to make decisions, and be a good motivator.

Good Listener

A good manager should always listen to their team. This means not just hearing words, but understanding what their team members are saying. By being a good listener, a manager can understand the needs and problems of their team and find ways to help.

Fair and Respectful

A good manager treats everyone fairly. This means giving everyone the same chances and not playing favorites. A good manager also respects their team. They understand that everyone has different skills and talents, and they value these differences.

Problem Solver and Decision Maker

A good manager is a problem solver. When things go wrong, they find a way to fix them. They also make important decisions. They do this by thinking carefully and considering all the options. They don’t rush into decisions, but they also don’t put them off.

Good Motivator

A good manager knows how to motivate their team. They encourage their team members and help them feel confident. They also give praise when it’s deserved and help their team learn from mistakes.

Why are Good Managers Important?

Good managers are important because they help their teams succeed. They create a positive work environment where everyone feels valued and motivated. They also help their team reach their goals, which is good for the team and the company.

Being a good manager is not easy. It takes a lot of skills and qualities. But when a manager is good at their job, they can make a big difference. They can help their team succeed and make their company a better place to work.

Remember, a good manager is like a captain. They guide their team through challenges and help them reach their goals. And just like a good captain, a good manager is respected and admired by their team.

That’s it! I hope the essay helped you.

If you’re looking for more, here are essays on other interesting topics:

• Essay on Being A Good Leader
• Essay on Being A Doctor
• Essay on Being A Criminology Student

Apart from these, you can look at all the essays by clicking here .

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What Great Managers Do

• Marcus Buckingham

Much has been written about the qualities that make a great manager, but most of the literature overlooks a fundamental question: What does a great manager actually do ? While there are countless management styles, one thing underpins the behavior of all great managers. Above all, an exceptional manager comes to know and value the particular quirks and abilities of her employees. She figures out how to capitalize on her staffers’ strengths and tweaks her environment to meet her larger goals.

Such a specialized approach may seem like a lot of work. But in fact, capitalizing on each person’s uniqueness can save time. Rather than encourage employees to conform to strict job descriptions that may include tasks they don’t enjoy and aren’t good at, a manager who develops positions for his staff members based on their unique abilities will be rewarded with behaviors that are far more efficient and effective than they would be otherwise.

This focus on individuals also makes employees more accountable. Because staffers are evaluated on their particular strengths and weaknesses, they are challenged to take responsibility for their abilities and to hone them.

Capitalizing on a person’s uniqueness also builds a stronger sense of team. By taking the time to understand what makes each employee tick, a great manager shows that he sees his people for who they are. This personal investment not only motivates individuals but also galvanizes the entire team.

Finally, this approach shakes up existing hierarchies, which leads to more creative thinking.

To take great managing from theory to practice, the author says, you must know three things about a person: her strengths, the triggers that activate those strengths, and how she learns. By asking the right questions, squeezing the right triggers, and becoming aware of your employees’ learning styles, you will discover what motivates each person to excel.

Great leaders tap into the needs and fears we all share. Great managers, by contrast, perform their magic by discovering, developing, and celebrating what’s different about each person who works for them. Here’s how they do it.

“The best boss I ever had.” That’s a phrase most of us have said or heard at some point, but what does it mean? What sets the great boss apart from the average boss? The literature is rife with provocative writing about the qualities of managers and leaders and whether the two differ, but little has been said about what happens in the thousands of daily interactions and decisions that allows managers to get the best out of their people and win their devotion. What do great managers actually do ?

• Marcus Buckingham is a researcher of high performance at work, co-creator of StrengthsFinder and StandOut, and a coauthor of Nine Lies About Work: A Freethinking Leader’s Guide to the Real World (Harvard Business Review Press). His most recent book is Love + Work: How to Find What You Love, Love What You Do, and Do It for the Rest of Your Life (Harvard Business Review Press).

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Manager: What It Takes to Become a Good One Essay

Becoming a good manager is quite a challenging task as it requires a lot of hard work and certain inner qualities necessary for the successful fulfillment of varied tasks set by the direction. In the following paper, important points which are to be taken into consideration in order to become a successful manager will be examined. In addition, I will discuss my personal opinion concerning my own estimative expectations of whether I may become a good manager; I will also try to support my conclusions with particular evidence and facts. Overall, after evaluating varied facts it appears that to become a good manager one is to acquire due knowledge about one’s work, combine it with good discernment and undersense, and support all of that with great teamwork skills.

First of all, discussing important points which are to be taken into consideration with regards to being a good manager, important skills and capabilities are to be addressed. Managers are to be skilled in solving of a row the most unexpected situations; thus, they should possess great orienting skills and a good measure of creativity. In addition, a good manager is to have excellent communicating skills; and the better these skills are, especially in terms of his/her speech clearness, the better results in management will be achieved. This is explained by the importance of mutual understanding between the team of workers and their manager.

Further, a good manager should have a clear way of thinking enabling him/her to have a clear vision of business matters and the other important activities. The person is to know where to go, how to go and why. A good manager is able to develop any important business strategy, understand how to put it into practice and help every member of his/her team to take one’s relevant place in exercising this vision.

Next, a good manager is to know how to gain his team’s trust as trust is another vital condition for the success of any business arrangement. Besides, a good manager is to be able to create a positive atmosphere in the collective body. Such a positive atmosphere will add to good communication between all the participants of the business process, thus, establishing a firm ground for successful cooperation. A positive atmosphere is very important because it guarantees better acceptance of managerial directions.

Finally, among the other important skills and capabilities of a successful manager the following ones are to be mentioned: the readiness to take risks and try out new business strategies, programs, and arrangements; an attentiveness to environmental changes within the collective body leading to any possible opportunities, positive or negative developments or threats; an ability to be a good planner taking into consideration all the major developments at the enterprise during any particular period of time in order to fall abreast of an ongoing process of strategic planning and forecasting; high level of interest in the implementation of new technologies on a regular basis in order to keep up with the ever-developing business situation in the world; and finally, good skills in identifying and implementing environmental stimuli.

Evaluating the central characteristics which are important for becoming a good manager, the first one to be mentioned is the very decision to be a manager. The person is to decide whether he/she really wants to be responsible for the work related to the running of the business. The person is to decide whether he/she is ready to provide the due quality of work, offer new ways of seeing some important business matters, inspire the team with one’s vision, and direct the course of future development.

Such a person should know how to display one’s supremacy in the collective body and oversee in case the situation requires doing so. Further, discipline is to be mentioned among the most important characteristics of a good manager. In this vein, the person is to know how to restrict one’s own unnecessary wishes and vain pursuits, and how to help his/her team in archiving this important goal. It often happens that certain individuals possessing a row of important and ingenious manager qualities suffers defeat in this area on the reason of lacking this important character trait. It is very important to know how to control one’s opportune time, and not to waste it on any unnecessary works; and to help one’s subordinates in this important task. One more important condition for a person to be a good leader is constant learning.

A good manager visits specialized seminars on a regular basis where he/she acquires new knowledge, and exchanges positive experience with one’s colleagues in order to become even more skilled and experienced in the most diversified areas including solving problems and anti-crisis management. Numerous illustrations support this fact revealing how vital keeping leader’s brain “in fit” along with “updating” it with new ideas is.

In addition, there exist some natural characteristics which cannot be acquired elsewhere but they are only given to a person as a manager; such comments describe a certain person as the owner of excellent inner qualities including charisma, ambition, integrity, dedication, magnanimity, openness, fairness, creativity, assertiveness, positivism, good sense of humor, and the ability to persuade.

Finally, evaluating my candidature as the one aiming to become a good manager, it seems to me that I correspond to all the important characteristics a good manager is to demonstrate. In particular, I am responsible, well-organized, well-disciplined, creative, charismatic, dedicated, open, positive, have good sense of humor, and a constant desire for self-improvement. In addition to all of these important qualities, I demonstrate due diligence in my business studies which would help me to orient in business surroundings and to see important tendencies which is vital for making timely decisions.

One more important detail which makes me believe that I can make a good manager is my experience in the field of management. What I saw helped to me to realize that I possess a row of important skills and qualities which I mentioned above, and thus, it made me confident that being a manager can be something very good for me, and beneficial for my future employers.

Concluding on all the information related above, it should be stated that being a good manager requires a lot of effort on the part of any individual deciding to take this important and well-respected position. In particular, a good manager is to know how to demonstrate one’s practical skills in both managing the business process, and solving problems, in offering directions to one’s team and inspiring them by means of the use of his/her excellent communication, negotiation and persuasive skills. A good manager is to demonstrate the readiness to take risks and try out new business strategies, programs and arrangements.

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Vartika Kashyap

What makes a good manager (the ultimate guide of dos and don’ts)

Introduction

As John C. Maxwell has put it, “ Leadership is not about titles, positions, or flowcharts. It is about one life influencing another.”

And, so is the essence of a manager in an organization, who needs not only to play the role of a leader but an influencer too.

“The best boss I ever had was someone who ______ .”

While the answers to the blank may vary, the impact remains for life long.

And I’m sure most of us also remember our past managers for their good and bad managerial qualities. Although, we certainly would remember those great managers who were exceptionally good in their roles and inspired us to be a better version of ourselves, picking out the ones who gave us hard times won’t be that difficult too. Right?? 😂

Just kidding.

But, since you are here, I’m sure you are curious and want to know what makes a good manager. Stay tuned because every question lurking in your mind will be answered if only you read it right till the last word.

So, without further ado, let’s just begin with how to be a good manager.

Achieve Empowered Success!

9 Quality traits of a top-performing manager

“ What are the characteristics of a good manager that separate him/her from the rest of the pack?”

Of course, you need to know that before you become a manager or enhance your management standards even if you are already one.

I know what you must be thinking right now, so without wasting a jiffy, let’s give rest to your thought cycle and jump straight to know what qualities make a high-scoring manager.

1. They align organizational purpose with team goals 

Organizational goals today are dynamic amid massive transformations such as regulatory changes, competition, and regularly updated technological innovations to adjust and adapt to the latest developments. In these uncertain environments, good managers don’t just tell their employees to do tasks; they help employees understand the value of their work and how it’s vital to achieve organizational goals.

Employees who have transparency about the mission of their organization tend to connect their work with the company goals and feel their job is more important and their work holds much significance. When the employees are sure about how their work contributes to the “big picture”, they tend to stick with the company for a long.

2. They bring out the best in their team

Poor managers are biased, but good managers identify and understand the differences that every individual brings, and evaluate performance fairly and transparently, without prejudice. Best managers always recognize good performance and give credit where it’s due. Even when they identify weaknesses or faults, they criticize constructively to make employees realize their mistakes and work hard to correct them.  

“As a leader, it is important to not just see your success but focus on the success of others.” –  Sundar Pichai – CEO of Google & Alphabet Inc.

Good managers make sure they have an effective review process in place to evaluate performance fairly. Thanking employees for their contributions and rewarding them for a job well done are the signs of a good manager that go a long way in improving their employees’ morale. Good managers respect their employees and show them that they are valuable assets to the organization.

So, if you are a manager, make sure to celebrate even the smallest of employees’ achievements. Believe in your team even if no one else does, and you will undoubtedly bring out the best in them.

3. They set clear goals and expectations

Good managers are quite direct and specific about their expectations of employees. They don’t give broad and vague instructions – thereby leaving no space for ambiguity. Whether it’s small daily tasks or a long-term project, good managers have a clear idea of what they expect from every employee, based on their ability and capacity. 

A survey conducted by BetterWorks Employee Sentiment Survey, however, brings out some disappointing statistics about 64% of employees believing the company’s leadership to not be completely transparent when communicating top goals.

Many good managers use the SMART goal method to define expectations. They also validate their expectations with specific reasons as to how these will positively affect you, your organization, and the employees themselves. When employees understand the reasoning behind the task, they’ll be more compliant and eager to take the required steps to meet expectations.

4. They demonstrate empathy with their team

A study by research firm DDI shows that empathy is one of the main drivers of overall performance among managers.  The fact is backed up by another study by the Center for Creative Leadership (CCI) that shows that managers with empathetic behavior toward their team are further viewed as good performers by their bosses.

Being empathic towards employees equips good managers to form personal bonds with employees, watch for signs of burnout, and foster long-term relationships with them. Empathetic managers understand the emotions of their team members and show compassion. They understand how team members are feeling and this quality enables them to communicate effectively and solve problems right in the bud. As a result, their employees trust them more and managers can build rapport, which fuels team success.

5. They leverage the latest technology  

Smart managers know that technology, like project management software or online collaboration tools, is there to simplify the way they handle their teams, and their teams manage their work. Moving forward in sync with the technology is the sign of a quick-witted mind because they are aware of the potential of technology  – right from efficient task management and simplified collaboration to effortless reporting and time tracking.

This is the reason they never hesitate to invest in the latest tools. They are the first ones to look for tech solutions to make life easy for their teams and make them productive. By doing so they cannot only bring the distractions to a minimum, but also bring the best out of every team member, and that’s the reason they get all the admiration from everyone they deserve.

Advance! Progress! Achieve!

6. They make communication a priority

Effective communication is the key to not only maintaining amicable relationships in the workplace but also delivering work successfully. Good managers are the first ones to recognize this, and therefore, invest their time and energy in ensuring a smooth flow of communication throughout the project. This is one of the most intrinsic qualities of a successful manager that you’ll not find hard to spot.

The State of Business Communication report conducted on behalf of Grammarly in 2023 reports, reveals effective communication to be a factor in increasing the team’s productivity by 72% of business leaders.

From navigating team meetings with poise to providing people with the right direction in the project – a great project manager ensures that things never slip through the cracks. They are not afraid to take the help of the available resources like online communication tools for the same.

But keep in mind, no communication tool can ever replace workplace communication, but aids in facilitating better.

Maximize your team’s potential!

7. They set up the team for success

Good managers don’t just inspire their teams to collaborate and work efficiently but prepare them for a voyage to excel. To ensure their team reaches the pinnacle of success, they don’t settle for less and focus on individual performances, while aligning their efforts with the overall team goal.

So, rightly said. It is only by bringing together all the aspects of successful team building like communication, collaboration, clarity, and trust, they make sure that the team knows the purpose of their efforts. They know that success comes only with collaborative efforts, and that’s exactly what they inspire the team to perform.

8. They delegate tasks effectively

Good managers delegate tasks effectively. They demonstrate faith in their employee’s ability to perform delegated tasks and allow them to learn new skills and develop strengths that they might not otherwise know they have. Good managers don’t delegate tasks randomly; they identify potential within their teams and assign work to the right people using the right methods and tools.

Good managers assign tasks and split responsibilities according to the potential and talent within teams. This helps to significantly improve overall organizational efficiency as well as time management. Assigning important tasks also helps team members develop confidence in their abilities, which motivates them further to put in their best efforts.

9. They inspire at every level

Last but not least, a good manager never fails to inspire others. This inspiration comes at many levels; from boosting the morale of the team when things are not going right to talking it out with individuals when they are facing problems in their personal lives.

Good managers know that their role is not limited to only making a productive environment. Rather they have a role to play in building an understanding and empathetic organizational culture so that individuals thrive and continue to strive for betterment at every level. When you are part of a positive work environment , innovation, and creativity come out naturally. And, that’s one of the hallmarks of a great team, led by an equally able manager.

How can managers develop and excel in their leadership skills?

A manager is not given the training to be a good manager. Instead, it is a practice to be honed over time. Bagging the coveted title of a manager without doing the grinning and the groundwork to become the best one won’t pay you well in the long run.

Having a good manager is essential, like breathing. And if we make managers better, it would be like a breath of fresh air. — Michelle Donovan Director of People Operations, Google

So, if you have just earned this opportunity, you better pull your socks up and do comprehensive research on learning to develop and excel in your leadership skills to be a manager.

Trust me, doing so will prepare you for challenging as well as rewarding times ahead.

👉 Add value to your role: When you decide to nurture your leadership skills, the first and foremost thing you can do is to learn and work on the parameter that adds value to not only your role but the organization as a whole. Be one step ahead and surpass the expectations of others to make your mark.

👉 Practice ethical decision-making and integrity: Integrity and ethical choices go side by side. Managers should be honest and truthful towards their team and organization and must adhere to their commitment to strong values. A manager is a reflection of a company’s image, so a motivated and empowered person should be the face of the company.

👉 Enhance emotional fitness: While we talk about employees’ mental fitness and well-being, high-hierarchical management is often blurred out from that vision. A manager who is strong-headed and prepared for any unforeseen circumstances can lead his team skillfully through the raging hurricanes of uncertainty.

👉 Inculcate a growth mindset: As a manager, your role doesn’t confide you to suffice only your managerial needs but rise above them to be a leader. A leader who is consistent, who is learning and always improving. A good manager embraces the growth mindset and inspires others to follow suit to hone their skills.

👉 Rehearse critical and innovative thinking: Good managers keep a sharp eye on potential opportunities and take hold of them in actionable measures to benefit the team. Also, they are open to innovative and better ideas. They admire the out-of-the-box thinkers and stone their thinking blocks in the pathway to success.

Take Control Back!

Practical tips on how to be a good manager

Countless organizations in history have fared and flourished exceptionally well under good managers and leaders. Amazon, one of the largest and most successful e-commerce companies, witnessed spectacular growth under the reign of Jeff Bezos, CEO of Amazon.

Success doesn’t come easy.

Make no mistake about it, the managerial role is a demanding job with additional responsibilities. You cannot act or perform the same way in a managerial role as you did as a regular employee.

You need to reflect on your uniqueness.

➡️ Lead by example: Operate the way you expect them to act! Choose to lead by example to curate a tone for the organization which is built on the foundation of trust and credibility. If you go beyond the limits of your employees, they will be more likely to return the favor and emulate these traits.

➡️ Add a positive & personal value: One of the characteristics of a good manager is to keep a fine balance between employees’ needs and requirements, their well-being, and aspirations along with business goals. And that can be done when employees see you as empathetic and feel that you care.

➡️ Foster a purpose-driven work culture: Motivating employees to see a broader and more successful vision is the other manager attribute, that lets you not only drive success and growth but build strong, cohesive teams. When employees thrive in a purpose-driven culture, they produce higher levels of productivity and engagement.

➡️ Be a leader, not a manager: Leadership strives to inspire and empower and not just dictate.  They don’t serve everything to their employees on plates. Rather, they develop and fine-tune their skills in a way that they can resolve the trickiest of situations on their own.

➡️ Be human: More often than not, managers have to manage so many things at the same time that they experience constant stress. But accept that you are a human and you can too make mistakes.  Be responsible for the failure of projects , admit mistakes, and ask for help whenever you feel overwhelmed.

5 Mistakes a good manager should avoid (At any cost 😱)

Have you ever spent time figuring out how to be a good manager and what mistakes to avoid?

Amid grueling schedules, I believe, managers can commit some mistakes unknowingly that can have a negative influence on their subordinates.

Here I am mentioning a few horrible mistakes that you as a manager should NEVER make while leading your team:

1. Micromanagement 

A survey of Trinity Solutions published in My Way or the Highway reports that almost 79% of respondents had experienced micromanagement.

Remember how annoyed you used to get when your manager used to peek over your shoulders at work? Now, remember all the nice things (pun intended) that you uttered in your mouth as you were constantly watched over by your managers many times a day. The point here is that

No employee likes to be micromanaged and a good manager must bear this in mind.  

Employees want a certain degree of freedom. However, their intrusive observations, manipulation, and exhaustive communication make employees doubt their capabilities and send a clear signal that they are not backed by their managers. Ultimately, making them feel defeated, paranoid, and unappreciated in the long run.

No employee can develop his/her skills until managers show complete faith in them.

2. Spoon-feeding solutions

Another never to make mistake goes by spoon-feeding solutions. That said, some managers have this tendency to over-providing solutions for their teams. They are quick when it comes to offering solutions that their employees can find themselves with more effort than usual.

Will it in any way help them?

No, not at all.

This habit of serving on the plate without asking prevents employees from doing all the hard work of seeking the best solution themselves. By always helping employees with “the solutions”, managers stop their team members’ clocks and prevent them from putting their thinking caps on. Managers need not act like a school teacher who is always accessible whenever the team encounters problems, instead, allow them to take ownership of the problem at hand.

3. Failing to define goals

Let me be clear here that poor planning and the inability to define goals do not do your team any good. Some managers fail to define goals for their employees which leads them to struggle with their work throughout the day. That way they don’t get any idea why they’re doing work, what their work means for themselves and the organization they’re working for, and why they are unable to meet deadlines.

This leads to nothing but their inability to prioritize work , which means they will complete projects and tasks in random order. Their productivity levels cease to increase when they do not get a particular direction or vision for work.

On the other hand, goal-setting too can backfire if objectives are overly ambitious and unattainable. So, good managers make sure to set attainable goals for employees and reward them for achieving them, because when employees don’t see career growth in their jobs, they tend to switch jobs.

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4. Leading with an egoistic mindset

As the American proverb puts it, “ Arrogance is a kingdom without a crown. ”

Hubris has always been one of the main causes of conflict and grief. Arrogant managers think that since they are sitting in a senior position and are in charge of their teams, it’s because they are more skilled and competent than others. Such managers tend to show their supremacy to their subordinates from time to time.

They think they have the best ideas and information and can use their position to manipulate others. Many employees express anguish over arrogant, egoistic managers who are unfit to lead.

An inflated ego narrows our vision.

In other words, we lose our perspective on being arrogant and we only hear and see what we want to. As a result, managers lose touch with their team members, which further widens the gap between both sides.

5. Displaying blatant favoritism

Being seasoned professionals, no matter how much we deny it, we are well aware of office politics and favoritism. It’s disheartening and demoralizing for employees when they already know who’ll be the next person to be promoted to higher positions just because he/she enjoys a close relationship with a manager. Agree?

Managers displaying signs of favoritism at work disrupt the workplace. This unhealthy practice in the workplace sends the wrong signal to employees, except for those who enjoy the manager’s special attention. People are likely to believe that hard, honest work doesn’t bear fruits because to grow within the organization, instead they would have to earn a place in the manager’s good books.

Poor and biased managers are quite good at showing who they favor over others, irrespective of an individual’s abilities and talent. Certainly, this behavior is not what makes a good manager by any stretch of the imagination.

Now that you’ve read about some dreadful mistakes that should be avoided by managers (both experienced and new), we will now discuss some eminent qualities that good managers have, and aspiring managers must have.

Given below are nine key qualities that separate good managers from mediocre and poor managers.

The final thought

In a nutshell, being a manager is all about handling not just your work but your team with great responsibility. You are expected to deliver the goods as well as command the respect of your team. And a good manager knows how to achieve this. They cultivate happiness and motivation at work and encourage every employee to be a better version of themselves.

Good managers positively influence the lives of their team members and help them learn and develop new skills. They groom and prepare them for senior roles in the organization in the future. That said, you can’t become a great manager overnight, but need to actively make efforts to improve and be consistent.

Lastly, while the managerial position does have its benefits in terms of career development, it can also be a thankless role.

So, with this, we are ending here and hope you have got a clear idea of how to be a good manager and what steps are necessary to become a good manager.

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What makes a good manager FAQs

What is the difference between a manager and a leader.

The two terms are often rightly taken to have similar meanings, the difference however lies in the approaches and focuses. Where a manager tends to focus on controlling resources, managing coordination, and optimizing processes by creating a circle of power, a leader forms a circle of influence to empower and inspire people to work towards a common goal and compelling vision.

How important is emotional intelligence for a manager?

Having emotional intelligence in my perspective is more than a critical skill. It is a super powerful manager attribute that allows them to understand and empathize with team members. The morale of employees is raised, and teamwork is improved when they believe their needs, motivation, and emotions are acknowledged and understood.

What are some effective strategies for conflict resolution?

In a diverse-cultured work environment, where people of varied cultures, religions, interests, intellectual backgrounds, and geographical locations thrive, disagreements are bound to happen.

Some proven conflict strategies include –

• Focus on the problem, not the person
• Active Listening
• Promote open communication
• Use a structured problem-solving approach
• Stay calm and objective

what is a good manager?

A good manager is someone who effectively leads, motivates, and supports their team to achieve organizational goals. They excel in problem-solving, communication, and decision-making while fostering a positive work environment.

What are the characteristics of a good manager?

To be a good manager, you have to become a manager. And being one is a feeling that pushes us hard to rise above our peers and take charge of one of the most crucial positions in an organization.

Because the internet is rife with enormous good manager qualities, I have drafted a set of all the qualities that good managers boast as a badge of excellence.

• They align organizational purpose with team goals
• They bring out the best in their team
• They set clear goals and expectations
• They demonstrate empathy with their team
• They leverage the latest technology
• They make communication a priority
• They set up the team for success
• They delegate tasks effectively
• They inspire at every level

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Eight qualities of a good manager

A manager can make or break an employee’s experience, and successful ones can boost employee engagement.

When 58 percent of people trust a stranger more than they trust their manager, there’s certainly room for improvement in the workplace. We all know that people make the job, but more than anything, a manager can make or break the employee experience . In fact, the Harvard Business Review , in partnership with Facebook, found that the number-one reason employees quit was that they felt underused and stagnant in their careers. That means that a manager’s greatest responsibility is to give their employees opportunities to grow.

In enterprise and midlevel companies, successful managers double employee engagement, which results, according to Gallup polls, in an average 147 percent increase in earnings per share. The connection to the bottom line is clear, but defining the qualities of a good manager is a bit more complicated.

What makes a good manager?

There are dozens of factors that promote effective leadership , but some characteristics—clear communication and work-life balance, for example—set great managers apart from good ones. Here are eight common qualities effective leaders share. When put together, these factors contribute to the team’s trust in management and its performance overall.

1. Brings ample experience and pertinent knowledge 

First and foremost, you can’t manage what you don’t know. The movies about babysitters becoming editors-in-chief are fun, but they don’t reflect reality.

Experience is one way to gain the knowledge needed to be a great manager, but a decades-long resume in your field isn’t the only solution: A record of skillfully managing stellar and difficult employees shows you have solid experience. Successfully navigating a team through a stressful situation or era is also evidence that someone has the knowledge needed to be a strong manager.

2. Communicates clearly and candidly

This quality of a good manager is so important, you could (almost) forget everything else. Clear, honest communication is key in building trust in management and increasing team engagement.

Team-wide and individual goals are part of any good manager’s aims, but they don’t matter unless they’re clearly communicated to employees. As an employee, knowing what’s expected and doing your best to get there is half the battle.

3. Stays connected and always listens 

Especially when it comes to managing big teams across satellite offices , a good manager will always be there—on the phone, over chat, or in person. That can sound like a good manager is always on, but that isn’t necessary (another quality of a good manager, time management, is the flip side of this coin).  Scheduling regular one-on-ones is just as important as answering ad-hoc questions. 

A manager who listens well and creates a space for questions in one-on-ones is less likely to encounter a barrage of questions later, and employees who feel heard are happier and more productive. Holding regular office hours, where anyone can ask questions in person, over the phone, or through videoconferencing, is another effective way to stay connected across time zones and build time to listen. 

4. Delegates tasks and manages time effectively

Strategically planning listening sessions is just one way a good manager carefully balances time. Delegating is also a strength of a great manager and a crucial part of managing time well. Rather than just assigning a task and asking an employee to do it for you , empowering an employee to complete work for the team, or for themselves, is a fantastic management skill. 

In many ways, a delegator is the opposite of a micromanager. A sixth sense for when to intervene in a project or give encouragement is the difference between a collaborator and a great manager , and makes everyone’s job easier. 

5. Emphasizes team-building, support, and career development

Speaking of saving time, learning to recognize the strengths of employees and therefore avoid micromanagement is a great example of trust building even more trust. When employees are empowered to have ownership of their work , they feel confident and supported in getting that work done. 

Empowering employees is about understanding their strengths, but it’s also about building an atmosphere where career development and team-building is celebrated. 

6. Displays reliability to promote a stable work environment

A mercurial boss is a nightmare; we’ve all had one. Good managers create stability. They reliably follow through on their promises, and when changes come from above, they explain why. A great manager can’t just be there when the going is good—they must be a leader when the going gets tough, too.

7. Values flexibility and work-life balance

It might seem like the opposite of reliability, but flexibility —in terms of agility in the face of rapidly changing business demands and offering flexible working situations to your employees —is one quality of an effective manager. Being open to new ideas and approaches keeps work fresh for everyone, and a manager who weathers changes with a positive, flexible attitude is much easier to work for. 

More than this, a leader who values—and even models— work-life balance is more likely to instill confidence and win trust from their team. When employees feel there’s space for other projects and hobbies in their lives, their level of engagement at the office also increases and their risk of burnout is reduced.

8. Demonstrates grace and assurance—especially under pressure 

Change happens, and so does conflict. The ability to answer questions, provide support, and be a beacon of stability is important on easy days, but it’s even more important during inevitable times of upheaval. Answering questions during a crisis with grace and confidence is what makes the difference. 

There are countless characteristics of a good manager, but these eight elements are a solid start. Anyone who already has, or aims to improve on these qualities, is in a wonderful position to level up from a good manager to a great one.

How to hire a good manager

Whether you’re looking to hire from the outside or promote someone within the company, finding the right person to manage a team can feel daunting. Here are four strategies to consider next time you need to hire a new manager.

Hire and promote from within

There’s an advantage to promoting from within. You know the employee’s track record at the company, how well they work with others, and their impact on company culture. Plus, you can train rising stars to adapt a management style that fits the company. This practice creates a positive work environment and creates opportunities for employees, which helps with attracting and retaining talent. Investing in talent is always a smart move. 

Related articles

Look for referrals

Promoting from within is a long-term strategy, but what if you need someone fast and no current employees fit the role? When it comes to outside hires , one of the best strategies for finding promising applicants is to ask for referrals from employees and your network. This is good advice for hiring anyone, but especially managers. Getting the inside scoop on what a person is like to work with can be incredibly valuable. 

Focus on people skills

Don’t just look for managers who understand the job, look for those who understand people. This can be tricky to identify, especially in an interview. Pay attention to how they talk about past coworkers and subordinates. Do they discuss these people with compassion and empathy? Look for individuals who genuinely care about other people’s successes and who understand the challenges they face. With the many stresses that employees face today, empathy is more important than ever . 

Build an enticing company culture

A strong company culture will attract quality talent. It’s difficult to hire a good manager if no one wants to work for you. Companies with good reputations are often flooded with hundreds of quality applicants for every open position. Invest in talent with competitive pay, attractive benefits , and attainable growth opportunities. Weed out toxic managers and develop a strong set of company values that will inspire your workforce. Build a company people want to work for and good managers will be lining up at your door.

This article was originally published on September 12, 2019, and has been updated throughout by the editors.

For more insight into team management, check out Ideas by We .

Rachel Miller is a writer based in New York. She specializes in both editorial and UX copy, and her work has appeared in Brooklyn Magazine , the Guardian , the Awl, and more.

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What makes a good manager? 10 qualities to lead successful teams

Good managers are great communicators, active listeners, and amazing supporters. The good news is, these are traits you can learn. From learning to delegate to aligning your team’s work with greater company goals, we’ll show the 10 qualities the best manager’s share, and actionable tips on how to develop them.

Can you name a single successful sports team that thrives without a good coach? Probably not. Even if you have the best player in the league, you need a strong leader to inspire, support, and guide every successful team.

10 qualities of a good manager

Management skills aren’t taught in school. To be a successful manager, you need to hone and develop a new set of qualities. There’s no blueprint to follow—your unique skillset and experiences will help you decide what manager style to develop. But learning these 10 qualities that many of the best managers share is a great place to start.

How to effectively manage your team’s workload

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1. Be inclusive

To build a diverse team , you need to create an inclusive and positive organizational culture . When every team member feels respected and valued, you’re naturally going to boost employee engagement and (by default) produce better work. Perhaps more importantly, an engaged team is a happier team. 

So how do you foster an inclusive work environment?

By building your emotional intelligence . Developing your emotional intelligence leads to better collaboration, advanced interpersonal relationships, and improved communication. Here’s how you can build and use it at work:

Have open and honest conversations with your teammates about how they feel at work and with the team.

Implement time for conversations and feedback to create a feeling of safety.

Help your teammates feel empowered by recognizing their ideas and work.

Recognize each team member’s unique qualities and assign work that compliments their specific skill set.

Establish group norms that encourage your whole team to practice inclusivity.

Look for team members who have different career paths to get a variety of people and skills working together.

Pro tip: Remember that creating an inclusive environment is an ongoing process. Part of doing this involves establishing and verbalizing group norms so your team can follow suit, but the ongoing effort is what will keep your team comfortable and honest with one another. If your organization offers trainings on team synergy or conflict resolution , make sure to take part and keep learning!

2. Establish communication norms

More often than not, project mistakes come down to a communication error rather than a performance issue. As a result, effective communication is vital, both for completing tasks as well as boosting team morale . 

To streamline conversations, create a communication plan for your team.A communication plan defines your different communication channels and what each should be used for. This helps team members not only know where to communicate, but how to communicate within each channel.

For example, your communication plan could look like:

Use Slack for synchronous day-to-day updates, quick questions, or team bonding group chats

Use Zoom for one-on-one meetings or presentations. 

Send emails to communicate with external partners or stakeholders.

Use Asana to communicate asynchronously about project management , schedule tasks, and track project progress.

Pro tip: It’s important to understand how your team communicates, both individually and as a whole. To gauge if you’re communicating effectively, ask for feedback . Feedback and performance reviews are great ways to start an open dialogue about how you can become a good leader to your team members.

3. Practice active listening

This key aspect of team management is often overlooked because it seems so simple. But listening is more than just hearing your team, it’s a skill. Becoming a better listener improves communication, boosts collaboration , creates a deeper connection with your teammates, and builds trust. 

There are four types of listening: empathetic, appreciative, comprehensive, and critical. To be a better manager, focus on a type of empathetic listening called active listening. 

Active listening means listening with the intent to fully understand what the other person is saying. As an active listener, try not to be preoccupied with your own thoughts or responses; instead prioritize comprehension in your responses. Ask open-ended questions to gain a deeper understanding of what your teammate is talking about, paraphrase or summarize to make sure you’re fully understanding what’s being said, and avoid distractions or multitasking .

When your teammate brings up the problem they need to solve, reflect back on what they’re saying (‘What I hear you saying is…’). Sometimes just hearing a problem relayed back inspires someone to realize they already know the answer.”

Pro tip: Better active listening can help you become more effective at conflict resolution as well. On top of paraphrasing and summarizing what your teammate is telling you, you can add to the conversation by using “I” statements. Using “I” statements is a great way to center the statement on your own experience. For example, you could say “I felt like my feedback from this morning didn’t resonate with you” rather than “You didn’t listen to me.”

4. Empower your team

A key component to building a strong organizational culture is empowering and putting trust in your team. Good company culture drives motivation and increases employee retention. It’s also good for morale, which boosts productivity and well-being .

To show your team that you trust them, delegate responsibilities and make work processes collaborative. Check in and ask them for feedback—both on your performance, as well as on the success of the project. Knowing that you value their opinion will strengthen their trust in you and help them to feel more confident and empowered in their work. 

Pro tip: Show that you want the best for your team by prioritizing their aspirations when possible, and taking responsibility when you fall short. One way of showing your team that you care about their growth is to support them in creating professional development plans. This document is perfect to define career goals and hold yourself accountable. 

5. Be decisive

As a manager, you are responsible for making decisions that affect the entire team. To avoid conflicts when making important decisions, it’s important to coordinate with your team and communicate properly by: 

Informing your team of your decisions as soon as possible. 

Giving your team time to process and react—especially if your decisions will affect their work or personal lives. 

Offering explanations and context for your decisions. Your team will appreciate the transparency, and it’s crucial to building trust.

Pro tip: Use frameworks and practices to develop better decision-making skills. For example, if you’re deciding which project to prioritize, you can use data-driven decision making models that incorporate all the facts. Or use the ladder of inference when you need to explain why you came to a certain decision. Test out different methods and models to learn what works best for you and your team.

6. Hold yourself accountable

Your team isn't perfect, and neither is their work. But ultimately, the buck stops with you—which means that you need to take responsibility for any missteps that happen. This is called accountability, and it’s one of the harder leadership skills to learn. As a team lead, you need to take responsibility for all the work that’s put out, even if you weren’t the one who actually created it. 

There’s an upside to this. By taking accountability for your team’s mistakes, you have the opportunity to help them learn from their mistakes. It builds trust, which shows your team that it’s safe to experiment and take creative risks. Which, ultimately, is how the best ideas are born. 

Pro tip: Accountability isn’t just about taking the moral high ground, it’s also the quickest way to find a solution. Problem-solving will be one of your key roles as a manager, and you can’t start that process if you don’t acknowledge there’s an issue. After you take responsibility, dive into problem management to ensure that you spot and stop similar mistakes in the future.

7. Be confident

Being a confident manager sets the tone for the team and makes it more likely that they will follow suit. Even if you’re a new manager and lack experience, you can reference the hard work that got you where you are to build confidence in your new role.

To build confidence, identify your strengths and keep a record of your successes. If there are periods of time in which you feel less confident, you can give yourself a boost by looking back on your past successes. It also helps to acknowledge when you’re in a tough situation. When you finally overcome it, congratulate yourself. That tough situation can be used as a confidence boost (and experience) for the future.

Pro tip: You should also find ways to show your confidence in your team’s abilities. Be there to offer guidance if necessary, but show that you have faith in their abilities by trusting them with important tasks. Host recurring 1:1 meetings with individuals to reinforce positive feedback, reminding them of the value they bring to the team.

8. Develop adaptability

Your team relies on you to take control, no matter the situation. As a manager, you’re responsible for both facing changes as they occur and helping your team to adjust. Becoming more adaptable will help you ‌stay calm when issues arise, which allows you to make better decisions even in challenging times. 

Pro Tip: To become more adaptable, learn to embrace change. Practicing mindfulness, keeping an open mind in every situation, and routinely pushing yourself out of your comfort zone are ways to develop adaptability. By learning to be more adaptable when times are good, you’re preparing yourself to manage and lead your team if a crisis does emerge.

9. Know when to push (and when to stop)

The best managers do two things: push their team to grow and support them in slowing down. To produce good work, you have to hit certain goals , KPIs , and OKRs . Plus, keeping your team motivated and engaged can help push them to be more creative in their work. But, research shows that workers are feeling more burnout than ever before. Your role is to manage both aspects of the work, and know your individual employees well enough to spot when they need to push through and when they need a break. 

Pro tip: Clearly outline expectations and deadlines in advance to avoid miscommunication. Then, save everything in one, central source of truth so anyone can reference them at any given time. This helps the team to plan ahead, reducing overwhelm and staying on schedule. And remember to stay flexible. Your project needs might change or someone might need a break. Build extra time into project calendars to ensure that there’s time for both work and rest.

10. Be honest

The last quality on the list might just be the most important: be honest. At the end of the day, your team relies on you. They rely on you to guide, support, and champion them through the ups and downs of their work lives. Transparency builds trust with your team and holds you accountable, which shows everyone that you’re here for them. 

Pro tip: Scheduling regular feedback sessions creates a safe space to share and be honest with one another. Instead of blaming someone for a mistake they made in the moment, you can structure your response to be more constructive during a schedule review. On the flip side, this time gives your employees the opportunity to be honest with you, which is the best way to become a better manager. 

Actionable tips to help your team succeed

Developing core leadership traits doesn’t just happen—you need to take action. These tips will help you put your leadership qualities into practice, and ultimately, guide your team to success.

Align your team’s goals to your organization’s purpose

One of the most impactful things you can do as a manager is provide your team with context for why their work matters. Our research shows that when teams have clarity on how their contributions impact the organization’s objectives, their engagement doubles.

Unfortunately, only 26% of employees have a clear understanding of how their individual work relates to their company’s goals and just 16% feel that their company is effective at setting and communicating these goals. Knowing why certain steps and tasks are important to drive a strategy, create a product, or grow your organization will help your team feel valued.

When a team—a group of people working together toward a common goal—has clarity, everyone has a clear understanding of everything they need to know about the work required to effectively achieve their goal.”

By clarifying your team’s goals and project’s objectives , you allow them to see how their work aligns with broader organizational goals. Sharing this information helps motivate your team members to do their best work because they understand how they are contributing to the bigger picture. 

To help them visualize this connection, use a goal tracking tool that shows how their individual and daily work contributes to long-term goals or a company’s mission. It's one thing to conceptually understand the objectives, but another to actually see that connection come to life.

Micromanaging occurs when you attempt to control every part of a project. It‘s difficult not to try to be everywhere at once when you know you’re responsible for the success of a project. But micromanaging can lead to you and your team members experiencing:

Decreased trust 

Increased annoyance

Lack of faith in their (and your) abilities

A loss in sight of the big picture

The opposite of micromanagement is macromanagement . To become a macro manager, practice delegating responsibility amongst your team members. In order to delegate effectively, ‌you must first understand the strengths and weaknesses of your team. Try to delegate in a way that plays to your team members’ strengths—and their goals. If you can make their interests align with those of the team, they will find it easier to complete their tasks successfully.

If a leader isn’t trusted, none of these things [skills] matter. You can teach people ethics, but not integrity. Additionally, even with the very best teaching, you are likely to make mistakes until you learn how to apply judgment and customize what you’ve learned to the specific context in front of you.”

Although you should not be responsible for overseeing every detail, understand that there are some tasks that cannot be delegated. On those tasks, it’s necessary to step in and take the lead.

Set clear goals and expectations

Setting clear goals is one of the most effective ways to achieve success. It’s your responsibility to clarify the desired outcome for the project your team is working on. The clearer you can be about establishing your expectations, the easier it will be for your team to follow suit. 

SMART goals are a great format to use when setting goals. SMART is an acronym that stands for specific, measurable, achievable, realistic, and time-bound. These goals are clear and trackable, which makes them easier to measure when they are achieved (or missed). 

To track your team’s progress toward project goals, you also need a central source of truth. Goal setting software allows you to schedule milestones and quickly produce project status reports . These reports provide your team with the context they need to succeed while giving them the chance to asynchronously collaborate and get their tasks done.

Leverage collaboration tools

Collaboration software can be incredibly useful in improving your team’s productivity and performance. Software allows your team to clearly define the plan, the process, and the progress of the work, and enables:

A centralized location for important tasks so every member can stay updated on the progress of the project as a whole 

Visibility across the team, which allows for each member to understand why their task needs to be done a certain way or at a certain time

Time management —by streamlining and centralizing the work, brainstorming turns into fully-formed concepts faster. You can dedicate your energy to figuring out how to boost the quality of work, rather than explaining and delegating tasks on an individual level. 

Collaborative software isn’t a total replacement for all workplace communication. Rather, it’s meant as a supplementary tool to streamline the work process. Aim to still check in with each member of your team, and also check in with everyone as a group.

Make time for team building exercises

Having regular team building exercises doesn’t just make for a fun break, it’s also a great opportunity to create stronger bonds within the team. You can brighten everyone’s day with a quick icebreaker before a call or schedule a full day for team building activities. Whether you put these activities together yourself, hire a professional to get some fresh input, or take your team off-site, team building can increase trust and encourage collaboration among team members.

To get the most out of your team building, schedule activities during work hours—no matter how much your team loves their jobs, even fun work activities shouldn’t interfere with their free time.

Better managers, better work 

Each manager has their own unique management style that shines through in their work and that’s great! But a combination of great communication skills, the ability to delegate, and a willingness to leverage the right collaboration tools will set you apart from the rest.

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You Have To Be a Good Manager to Be an Effective Leader

A good manager motivates the employees. Employees need to be motivated in order to retain them even on tough days in the company such as when the company is experiencing financial losses, etc. The manager should respect the team values in return for employees to give their best of their abilities in their assigned tasks (Blake & Mouton 1998). It is necessary for the manager to encourage employees to be outspoken and speak of their experiences at work place. In response, the manager should take action based on what the employees tell them (Fiedler 2007).

Good managers should ensure that each employee knows his/her duties. Possessing solid goals empowers the employees and keeps them focused on their work (Blake & Mouton 1998). The manager has the duty to explain the goals of the company extensively, when the deadline is due and what the manager will do with the results. In this way, the employees know beforehand that they also have a responsibility to accomplish the task at a given time (Halsey & Blanchard 1997). Also, a good manager should present goal oriented feedback that relates to their work to help them improve on their abilities.

The job of a manager entails planning and advising employees on the work that they should do. Thus, a good manager understands the need of delegating tasks appropriately. The manager can start accomplishing his duties by giving basic tasks. As the employees improve on their work, the adept managers have the ability to identify an employee’s weakness and strengths (Redden 1999). Gradually, the supervisors can give workers more complex duties that involve more responsibilities. However, it is essential for managers to assign duties that he/she performs accurately in order to correct the employees when they make mistakes. As the workers start to take more responsibility, the manager should give them duties that will expand their skills and enable them to take ownership of their work (Covey 2001). In this way, the manager will be able to discern how many workers he/she can handle, and it will also make them more valuable to the company.

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The best manager is the one who incorporates an open door policy in order to control flow of communication within the employees. Through an open door policy, employees can present any questions or concerns to the boss. Thus, the manager must always be willing to listen. Through maintenance of an open door policy, the managers can be aware of the issues that the employees face and fix them on time. In order to avoid taking the responsibility of other people mistakes, the manager should give clear instructions and strict non-adherence standards. The good managers should trust the employees and offer a fair margin of error. Consequently, the employees will be more effective and will be able to think for themselves. In case the manger makes mistakes, he/she should acknowledge their missteps in order to show employees how to handle their mistakes (McGregor 1990). Good managers should also treat everyone on an equal basis. This is whether they are the employees they are close to, or it is the people with whom they are not close to, but make the largest contribution to the company.

A good manager organizes and directs a management team. An effective management team is necessary for the growth and success of an organization. Therefore, the manager has the responsibility to recruit a group of experts who are highly skilled to help them run the company. The manager has to give the experts authority to be flexible and make decisions based on their capacity. First and foremost, the manager should examine the state of the company to understand the management that is to be put in place based on the gaps in leadership of the company. In case the manager cannot perform certain tasks, he/she can consider an option of asking for help from a professional network before proceeding to recruit the management team. Thereafter, the management team can be developed (Wright 1996).

It is not enough for one to be just a good manager. Leadership necessitates a good manager to act as a leader, since an authentic manager has to acquire the traits of a leader for his/her leadership to be effective. By virtue of a managerial role, a manager has to maintain leadership of his group (Bass 1995). An effective leader has to influence the work and behavior of other people in group efforts in order to acquire particular objectives in a given circumstance (Senge 1990). Managers at all levels should be leaders of work groups so that the workers can take instructions and act upon them. This is possible if the manager succeeds a number of character traits. The subsequent section of the essay will discuss the qualities that any good manager should have in order to be an effective leader.

Good managers can become effective leaders if they have set particular goals. An effective leader turns visions into reality through and with the corporation of subordinates. The goal should be achievable and beyond someone’s capabilities to keep an individual challenged. The managers ought to employ a clear grasp of an overriding vision and be able to improve that using successful execution technique (Nanas 1992).

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Mangers can be effective leaders if they practice integrity and consistency as found in leaders. He/she must be consistent when it comes to operating in discernible principles as those in leadership traits (Bennie 1998). In likeness to this, a manager must set good examples of fairness and credibility in order for the team members to follow suit (Fiedler & Gracia 2007). An effective leader possesses a strong code of ethics to base their lifestyle and decisions. A leader’s behavior dictates their set of values (Heifetz 1994). Thus, a manager should not expect the followers to do what is right if they see the manager doing what is wrong. This means that, for any manager to be effective, they must be willing to sacrifice their time to give direction with regards to the team whenever necessary. The best manager is the one who acts as a servant in order for the whole team to excel and acquire high ethical standards.

Every manager who aims to be an effective leader has to understand his/her personal strength and the strength of the team members (Stogdill 1998). Leaders understand that they do not have to compel themselves to attain every leadership skill. Instead, they surround themselves with individuals who can fill in the gaps for them. Accordingly, they get duties done through the assistance of other people. They do this by first, getting the best people to perform the tasks. Second, they delegate the duties. Third, they supervise and constantly check the progress of the work done (Hersey 2004). This means that it is essential that managers have a purpose statement and meet with the team members regularly. Additionally, for them to be effective leaders they ought to set short and long term goals, which can be reviewed twice or thrice per year. This strategy enables the team members to be self-motivated.

Team members only raise the standard of persistence, which they observe in the manager. This means that a manager has to set an example of persistence that ought to be emulated. There are many instances when ones followers will drop away due to pressure of the situation (Mann 2009). This is a time when every manager has to remember that when the going gets tough, the effective manager gets going. The key to being an effective leader is to endure even when faced with tough times and situations. It is normal to be tempted to quit by friends, colleagues and even from those enemies that someone does not perceive to be enemies. Persistence, determination, and perseverance are the key ingredients for a manager to be successful in what they do. Effective leaders do not grow into a comfort zone after a handful of successful encounters. They are exceptional people who have learnt to learn from their mistakes, risen and tried again.

Open communication and open professional relationships are elements that any manager who aspires to be an effective leader should induce in the organization. A manager who seeks to be an effective leader ought to speak out. He/she should also keep confidential information private, listen more than they speak in conversations with the employees and handle dreadful news effectively when they receive it. Many employees whether in large or small organization complain that there is a lack of communication between them and the boss (Gardener 2009). Communication with regards to management is essential when it comes to interpersonal communication between a manager and employees and in the general flow of information within the organization. Relationships form from good interpersonal and group communication skills. Managers who deal with the issues that people face have an added advantage when it comes to initiating and deepening relationships. Through such professional work relationships, the manager builds a team and attains impressive results from the employees.

Teamwork and adaptability are vital aspects for any manager to be a successful leader. A good manager must understand the value of working cooperatively as a group and working as an individual. The manager should promote teamwork among the people that he/she leads and learn to work collaboratively with the employees. Leaders develop and encourage others to expend their capabilities and to undertake extra tasks (Rosener 1997). They know how to build the foundation for the team members to follow and how to nurture their talents and skills. To add on to that, effective leaders learn to relinquish rigidity, control and embrace change. Thus, the manager ought to accept change and take it as an opportunity to improve his/her leadership.

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A good leader cares about the welfare of the employees. This means that he/she is collegial and builds a sense of group identity. Effective leaders bring out the best of each person and delight in the achievement of each group member. Therefore, managers ought to rejoice in the achievement of the followers without any degree of jealousy. The manager should celebrate the success and achievement of his/her followers no matter how small. Celebration of the achievement of employees whose main focus is to honor and recognize performance helps to create and maintain unity cohesion. Celebrations exhibit a manager’s commitment to team members since they are expressions of appreciation of the work done. Celebrating employees’ success is paramount. Moreover, celebration is a symbol of recognition for a task well-performed in alignment to the group’s mission, value and goals. The rewarding of an employee’s success does not have to be costly or consume a lot of time. Good management entails an understanding that celebrations are not a waste of time or resources but a powerful tool essential to encourage motivation, high performance and sustainability (Burns 1998).

In conclusion, for any individual who aspires to be a proficient manager, it is essential to integrate traits of an effective leader. The person taking a managerial role ought to set a good example that can be imitated by those working for them. In the process, they should also inspire the people in order to guarantee that the results of goals of the organization are in consistent with the management and leadership efforts.

Important Qualities of a Good Manager

Management is an art a business or organization uses to achieve its pre-determined goals by getting things done by directing employees’ efforts. The essential function of management is planning, controlling, staffing, organizing, and handling. A manager does all these. Manager reduces turnover and increases job satisfaction by providing stability to their employees. It makes good management inevitable in the pursuit of success hence making it essential for a company that craves success to have a manager, not just a manager but one with good qualities. The following are crucial qualities of a good manager.

Good leadership skills

A good manager should have good leadership skills to lead to good decision-making. Great leaders ensure their team keeps their goal in mind by providing they don’t go astray through coaching, inspiring, motivating, and not micromanaging them. According to (Nakonechnaya, & Kuzmina, 2020), it will be possible if the manager is not stern and unapproachable and provides constructive feedback, support, and resources to the employees, helping them reach their full potential and deliver their best work. Managers can also create a door policy encouraging employees to go to them about anything. A door policy can be easily practiced if the manager removes formalities such as emails and appointments.

For one to manage employees, they must be coupled with the ability to sense, understand and share the feelings of another. A good manager should be able to exhibit emotional intelligence to ensure that they are not emotionally distant and indifferent to the feelings of their employees (Quirk,2019). They should not neglect the feelings of their employees but strive to relate to them and help them cope with their challenges by providing flexibility. An empathetic manager will ensure they positively impact the employees and increase retention. An empathic manager will also understand the pain points that prevent their employees from performing their best. Doing this will helps them figure out a way of cultivating a culture and work environment that allows the employees to work efficiently, openly, and comfortably y (Quirk, 2019).

Knowledgeable

To manage a company well, one should know their line of work. As a manager, you should strive to become the most knowledgeable person in the company because a whole team looks up to you, not just for the sake of your position but because you will have to be the role model to many (Gioia, 2022). They should also be open to new ideas and learning skills and allow their team members to share new ideas. It will help them consume knowledge that will help them notice when an operation can be improved by adapting recent trends to better their company and become better in what they do.

Transparent

A manager’s transparency helps make employees feel like true partners of the company. Managers can show how authentic they are to employees by engaging them in decision-making processes. The best managers give credit where needed and do not hide the truth behind a shield of politeness (Dallas, Perego & Van Rinsum,2019). A fair evaluation of performance is another way a manager shows respect and transparency to employees (Dallas, Perego & Van Rinsum,2019).

It helps managers reward employees according to their accomplishments. By doing that, they motivate employees as they will become more productive because management recognizes their efforts. The manager should ensure the reward is fair by having a performance review process. To make it more transparent and practical, the manager can share the glory and success of the rewarded employee with the entire team.

Significance of important qualities of a good manager

In case of any hiccup or outright failure in the company, a good manager should not find ways to blame employees. The manager should instead be able to take accountability for their actions. For instance, Jason Nazar, the CEO of CNBC, always handles their emotions and work-related pressure. According to (Van Rinsum, 2019), they will help them merge on the other side in a stronger position by identifying weak areas and finding solutions to their problems. To do this strategically and more realistically, the manager can organize board and project meetings.

Through the sessions, they will be able to briefly discuss the shortcomings and provide ideas and constructive feedback on how to improve (Van Rinsum, 2019). By being accountable, managers can maintain respect from employees even when they disagree with decisions. It will make the company adaptable and agile, leading to better business growth and outcomes (Van Rinsum, 2019).

Sets clear expectations

A good manager like the manager of Aflac should know the intelligent methodology to figure out what goals to set. They should understand the importance of developing a realistic and attainable goal hence avoiding ambiguity. To provide a clear target, the manager should establish a time-based deadline, know what to expect from each employee, and communicate those expectations to every employee. It is possible by capitalizing on the strengths of their team members. According to (Croft, B. (2022), it will help employees play their strengths by creating responsibilities focused on their skills through identifying their weaknesses and strengths. They can also try having one-on-one conversations and discussions about their work areas with their employees and get to know the work they enjoy, the skills they would like to explore, and, most importantly, their areas of expertise. It can also work as a good and effective way of delegating tasks, helping employees achieve maximum productivity.

Recognizes and rewards good work

Good managers let their employees know their efforts significantly benefit the company and are appreciated. It is done by rewarding their employees for their accomplishments from time to time, even if it will be as little as a pat on the back. Employee recognition boosts individual engagement and increases productivity and loyalty. According to (Santos et al .,2018), when a manager rewards an employee, especially before the rest of the team, it changes the entire climate of the company as it will act as a challenge to the rest.

Good communicator

A good manager has good communication skills. Impactful communication efforts enable a manager to make decisions that support the culture of the people and value employee feedback ( Félix, M. J., & Murmura, F. (2018). It will help them communicate effectively with their employees since they take time to listen to them and understand what is happening in the company hence building employee loyalty and performance as they will feel their concerns are genuinely cared about, creating a great workplace.

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Characteristics Of A Good Manager Essay

This sample essay on Characteristics Of A Good Manager Essay provides important aspects of the issue and arguments for and against as well as the needed facts. Read on this essay’s introduction, body paragraphs, and conclusion.

What are the characteristics of a good manager? By Carolien Toor Introduction Over the years I have worked in many various businesses; large as well as small, from stressful to peaceful environments and during good times as well as bad times. What I learned, through my experience from the various firms I worked for was the role the manager had in the workplace and how it affected me as an employee.

When set this task I started to reflect how my past managers acted and how they got me motivated.

Some managers succeeded and stayed focused even under difficult circumstances, while others made the workplace a difficult and confusing environment to work in. Why did some manager succeed far better than others when it came to motivation, organising and being a good manager even under bad times? What characteristics had the successful managers, which the others ones lacked? This is what I found when determining what are the characteristics of a good manager.

Characteristics develops from the company’s context

What makes an effective and good manager? According to Cheryl L. Harris, “understanding the context of the organization is extremely vital to determining the characteristics of a successful manager”1 (pg 1) and that should correspond to what kind of characteristics a manager ought to have to organize and develop goals and strategies for the company.

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I agree that Harris have a point that before choosing a manager we must consider the appearance of the company and aspects of management styles.

Good Manager Characteristics

Imagine if a manager, taking over Steve Jobs role as CEO of Apple, would introduce strict management style, new black suit dress code to the company. He’s characteristics would possible not fit to Apple’s ‘laid back’ culture. Also mentioned by Buckingham and Coffman2 “an employee’s perception of the physical environment is colored by his relationship with his manager and it is the manager’s task to build the company culture around the blueprint” (pg 4). This conclusion was drawn when investigating, in a large survey, mployee’s satisfaction, productivity and profitability at work in reflection to their manager. Managers, who communicated with the employees in crystal clear language and gave recognition for their work, were managers who had abilities to retain talented employees and built a strong workplace. Kathryn Vercillo3 lists self-motivation number one of the most vital characteristics, as a manager needs to understand the basic goals of the business and develop own strategies to achieve these goals.

I consider that managers who can recognise their own strengths and weaknesses and progress and develop these as well as ideas and strategies are managers who are very credible to develop colleagues and expand the business, since they see every opportunity to grow and learn. Crises- when strong characteristics appears and managers gets put to the test “In a crisis it’s far easier for the company to emerge intact if the CEO makes sure that all the employees know there is a crisis, what the management is doing about it, and what everyone must do to help. – Louis V. Gerstner former CEO of IBM about clear and honest communication. (Who says elephants can’t dance, 2002, pg 285) There is a saying that when a man faces a crisis his true personality emerges. The impact of stress and uncertainty can make us act and think different than we normally do. Should not then the most significant features of what makes a good manager be most obvious and have the most importance on how to cope and handle a crisis?

In the book Who says elephants can’t dance4 written by Louis V. Gerstner (2002), former CEO of the global IT service and product company IBM, tells us the story how he manage to save IBM from closure and make one of the most remarkable turn-around in business history. In 1993 IBM was a technical product company, selling computers but lost their relationship with customer, since the market kept changing and the company did not react.

So when there is a crisis, it’s the manager’s job to inform the employees that there is a crisis and communicate how to end it with new strategies, new company model and culture. Gerstner described having that key characteristics such as flexible, excellent customers service and relations, outstanding leadership and communication skills and understanding in the company’s culture are vital qualities to move the company quick and fast in comparison to competitors, to motivate employees and create a strong relationship between customers and shareholders.

Not only did Gerstner emphasized that the culture plays a necessary part to analyze how things get done in the company, but having the ability to see what was wrong with the culture and manage to adapt a new management style and culture in the company since 1970. As a successful manager, Gerstner managed turn IBM around (from having losses over $8. 1 billion 1993, till a profit of $ 7. 7 billion in 2003) thanks for outstanding leadership skills and being passionate about winning and push the colleagues not only to win but encouraging change. And I can only agree with Gerstner: “we love to work for winners and be a part of winning” (pg 238).

Conclusion Looking back at the managers I have come across in my past jobs, the characteristics that good managers had that was highly appreciated by colleagues was having a manager who could guide, motivate, communicate, competitive, self-motivated and understanding the organisational context. Louis V Gerstner had some of the world’s most intelligent staff, knowledgably in all areas of their subject but without knowing the direction and vision of the company; the employees had no sense of motivation or vision on how to carry out their jobs.

I believe one of the key ability of a good manager is being a team player and when a company faces hard times in the business one must work as a team, speaking the same language and being visible to your employees. As a conclusion of what characteristics makes a good manager I believe the workplace decides what characteristics a manager needs to have, and customers and the marketplace should decide what decisions a manger should take and how to develop its business.

Bibliography Internet sources 1Cheryl L. Harris, Characteristics Of Effective Managers- Managerial Characteristics http://www. yramidodi. com/papers/managers. pdf 2010-10-23 2Marcus Buckingham and Curt Coffman, First, Break All The Rules. What The World’s Greatest Managers Do Differently (Simon & Schuster, May 1999) http://www. itcoaches. org/pdf/First%20Break%20All%20The%20Rules. pdf 2010-10-22 3Kathryn Vercillo, 10 Good Traits And Characteristics Of A Successful Manager http://www. hubpages. com/hub/10-Traits-of-a-Successful-Manager 2010-11-03 Books 4“Who says elephants can’t dance” Louis V Gerstner, HarperCollins Publisher, 2002

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Characteristics of a Good Manager Essay Example

• Pages: 4 (854 words)
• Published: September 28, 2018
• Type: Essay

A “manager” is that person who works in an organization so that human and material resources may be effectively used to achieve the desired objectives. He is like an athletic coach who tries to help each member of his team to strengthen his good points and to improve upon the weak points. A good manager possesses a systematized body of knowledge which provides fundamental truths which he can utilize in his job.

It is essential for a good manager to possess following qualities for handling his role efficiently.The manager requires an ability to think clearly in regard with deciding management policies. 2. To be able to device workable plans and have a capacity for dealing with new problems with energy, initiative and imagination. 3. The manager must have proper understanding of human behavior because he has to win their confidence including ability to convince and

4. The manager must have an ambivalent personality from a strong extrovertism so as to develop effective planning accuracy in details and sensitivity to the feelings of others. 5. The manager must be expert in communication.6. He must be emotionally matured.

7. When anything goes wrong he should keep patience together with ability to preserve and overcome discouragement. 8. He must have the ability to identify with a person or object. 9.

The manager must be highly educated because good education increases the ability to make systemic research and investigation. 10. Capacity to appraise organizational performance against objectives, policies and goals of the organization and also to assist in appraisal of employees performance related to organizational goals is essential for a manager.11. For confidence and good-will establishment between managemen

and working people he should possess the strength of character, integrity, reliability and a sense of justice (Hoque, 2000; J, 2005). In Hotel Hospitality International hotel products vary, and each type of hotel product serves a certain level of consumer demand.

International tourists bring their own cultural expectations to the demand for provision of lodging facilities, quality, and service.The development of international hotels is this concerned with identifying market demands for hotel facilities in particular locations. In the past decades, international hotel companies concentrated on building luxury and upscale hotels and resorts around the world to serve tourists from the developed Western countries. Since the early 1990s, international hotel companies have noticed that growth at the high end of the hotel segment slowed down worldwide, but demand for two-star and three star midscale hotels has been on the rise in many countries with emerging economies.When an international hospitality company decides to enter a foreign country by building a new hotel, it has to consider a wide range of development issues and concerns.

Foreign hotel development is determined by various political, economic, financial, socio-cultural, and environmental factors. Global expansion of hospitality operations has increasingly become a strategic development for many firms. The rapid global development has created a demand form the hospitality industry for competent and qualified global managers.How can one become a competent global manager? One needs to be proficient in management skills and an effective leader in managing cultural diversity. The technical management skills and the people-oriented skills are equally important qualifications one must demonstrate for overseas operations.

For instance, some governments may encourage foreign hotel developers to build hotels in their countries by

offering attractive development incentives, or discourage foreign hotel investors by setting up some tough entry barriers.Furthermore, a country’s political stability has a direct and significant impact on foreign hospitality operations. Hospitality investments and management risks are closely linked with the stability of a country’s political system. Therefore, international hospitality corporations must examine and understand the nature of the different governments under various political systems before they expand hospitality operations into these countries (Yu, 1999). Summary and Conclusion There is no doubt that quality in the hotel industry is an important issue.

Delivering quality hospitality operations involves reliability providing accommodation, food, service and entertainment within an environment that meets the expectations of customers, simultaneously creating opportunities for adding value that will exceed expectations and result in delight and repeat purchases or recommendations. Managing quality in hospitality operations is difficult, complicated by the complex blend of production and service elements that need to be managed over the short cycle of operations (Pyo, 2001).In regard with above said qualities the manager has to fulfill the duty of understanding of dynamic process in which free men pool their efforts and abilities. He holds his organization, discovers and adopts sound, up-to-date policies in employee relationships and, on occasions review them. He formulates appropriate actions to implement and carry out these policies in actual programs and practice (J, 2005).References:Boella, M.

J. , & Goss-Turner, S. (2005). Human Resource Management in the Hospitality Industry: An Introductory Guide (8th ed.

). San Francisco: Elsevier. Hoque, K. (2000). Human Resource Management in the Hotel Industry: Strategy, Innovation and Performance.

London and New York: Routledge. J, D. (2005). Textbook of Hotel Management.

New Delhi: Anmol Publications PVT

. LTD. Pizam, A. (2005). International Encyclopedia of Hospitality Management. San Francisco: Elsevier.

Pyo, S. (2001). Benchmarks in Hospitality and Tourism. New York: Haworth Press.

Yu, L. (1999). The International Hospitality Business: Management and Operations. New York: Haworth Press.

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How to be a good manager 1 Pages 307 Words

             Manager is a person who is responsible for everything in the organization where s/he works. In my opinion, being a good manager should have many points.              First, manager should have good character. It means that being a manager must be kind and gentle with employees. However, S/he should not think that s/he doesn't need to obey or listen to what his or her employees said. Patience and respecting to employees is a good way to manage them well.              Second, s/he must have not only good character but also flexibility in work as well. It means that s/he has capacity to work or solve either the problem or the conflict that will happen to the organization or his or her staff. To make a good decision, s/he must have high knowledge or experience with it. For example, s/he has just created new policy for employee, and it is said about the reduction of per diem for staff to the province. Then staffs make complaint with new policy. Good manager must be flexible to solve this problem and has ability to make their staff calm or please with new policy by telling them good reason.              Moreover, manager should also have management background. S/he must be a person who has quality in work. Furthermore, s/he knows how to improve productivity and revenue and motivate staffs to work hard. All of those are the important factors to make the organization work well and doesn't turn to bankruptcy. Also, s/he should know well about management circle. S/he must know well about planning, organizing, controlling, and leading.              To sum up, being a good manager should contain good character, flexibility in work, and skillfulness. I think that the organization will work well if manager has those points in fulfilling his or her work. It is good not only for organization but also for manager himself or herself.              ...

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