6 Strategies for Identifying a Great Manager

Starting a new job can be exciting. You still feel the honor associated with being chosen (which in this economy has become more selective) and you are optimistic about the journey ahead. During your interview, you asked exceptional questions about benefits, salary, future opportunities, and even about your job description. You have decided that you are prepared to deliver your best and know that you are a great fit for this position.

You start your new job and slowly realize your manager is insecure. He boasts to employees about his lifestyle, he rarely listens to employees who try to present conce
s to him, and has been known to pass his work onto others. You and others in the office had little respect for him; he is not a leader or a role model for others. There is a high turnover rate in your office and you are starting to understand why.

Managers are the glue that hold a company together. Whether they are direct supervisors or higher management, having a great manager can make all the difference. Often times people are rewarded for their great performance at work by being promoted to management, however not everyone makes a great manager. This leads to managers who do not know how to lead, are not role models, and are better suited to excel at their skills under the supervision of great manager.

But what makes a great manager? According to large research studies done by the Gallup Organization, the best managers focus on 6 main points.

1. Ensure that their employees know what is expected of them at work. Employees who do not understand the expectations of their managers are less likely to meet expectations. They are less likely to be successful in their work, which will lead to being less satisfied with their job.

2. Ensure that their employees have the necessary materials and equipment needed to be successful at their job. Employees are likely to become disgruntle when expected to work miracles. If they do not have what they need to complete a project, then it’s unlikely the project will get completed.

3. Ensure that their employees feel like they have the opportunity to do their best every day. When they are encouraged to give their all to a task they excel at, then the employee is more likely to have increased satisfaction in their job.

4. At least once a week, praise and recognize each employee for their efforts and accomplishments. This shows your employees that you recognize their hard work, and appreciate all the little things they do for the company.

5. Care about their employees on a personal level. Understanding the unique situation each person is in will make you a better manager. A manger will be able to anticipate and meet their needs, leading to increased job satisfaction from the employee.

6. Encourage the development of each of their employees. Allowing each individual the opportunity to grow and develop their inner potential avoids employees who feel stagnant or stifled.

Happy employees yield hard working, loyal employees. Overall, this is great for companies as they will have lower turnover rates, lower training expenses, and typically higher profits. All of these achievements are impossible without awesome managers. Well trained and invested managers are the glue of the company. They are responsible for decreasing the loss of valuable and talented employees and creating an environment where employees can thrive and feel fulfilled.

What does all this mean? It means that when considering a new job, you need to consider your relationship with your future manager. Having a supportive, well trained manager is just as important as (or even more important than) the position and job description. You may have found your dream job, but if your manager is self-indulgent and not trained to support your professional growth then odds are things won’t work out. Take this information into consideration the next time you interview for a position, and aim for finding your dream job and dream manager.
Till then, continue “Discovering Your Own Way”…

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Buckingham, M. & Coffman, C. (1999). First break all the rules: What the world’s greatest managers do differently. New York, NY: Simon & Schuster.