Effective managers provide feedback on a regular basis. They realize that any time is ideal for feedback, and it does not have to be in the form of a scheduled performance review. Effective managers are straightforward and constructive. If an employee’s work isn’t up to par, then say it; explain why and provide guidance on how to improve. It’s the only way an employee will get better.
Successful managers are also always available and over communicate, constantly talking with their teams, troubleshooting problems and answering questions. This means being available nights, weekends, etc.
Great managers set ambitious goals for themselves and their team. They are continually pushing their teams to achieve goals, while challenging their objections and engaging them in new ways of thinking. They understand that most employees need a balance between autonomy and guidance to achieve optimal productivity. Great managers realize that by providing clear targets to focus on, employees will execute more efficiently, as well as garner a sense of achievement when meeting set benchmarks along the way.
Effective leaders promote internal communication. They encourage employees to get up, move around the office and talk to coworkers in different units. They realize that some of the best ideas come from cross-office communication and collaboration, and encourage impromptu meetings and idea generation sessions.
Effective managers compile diverse teams. This comes down to hiring practices and personnel placement. Great managers hire people from different backgrounds, experience levels and with varied interests. They realize the most productive and innovative teams share few similar characteristics.
The most effective managers know their team on a personal and professional level. They understand what motivates them, their goals and fears, and truly value their staff. They listen to employee feedback and implement new initiatives within budgetary restraints. They understand small rewards can go a long way, and take an interest in their employee’s opinions.
By: Tom Gimbel