7 Golden Rules on how to be a Good Manager

7 Golden Rules on how to be a Good Manager

Managers have a unique role to play with multiple and ever-evolving responsibilities. It is a role with many facets in order to support an entire team.

But what exactly makes a good leader? How can you ensure that you are an effective manager?

We’ve pulled together a handful of golden rules we consider important to enhancing your position. Have a look below:


The Importance of Good Management

A great manager is a crucial element in running any practice. But, being a good manager isn’t just about hitting targets but managing your team in the most proactive way you can.

The success of any business depends heavily on the effectiveness and productivity of its employees. And the success of said employees happens because of strong managers and leaders, as critical components.

As sources of engagement it is up to them to retain and inspire the greatest asset to your company. In fact, according to Towers Watson, strong manager performance in recognising employee performance can increase engagement by almost 60 percent.

So, if great managers seem scarce, it’s because the talent required to be one is rare. According to Gallup great managers have the following talents:

  • They motivate their employees to take action and engage them.
  • They have the assertiveness to drive outcomes and the ability to overcome adversity and resistance.
  • They create a culture of accountability.
  • They build relationships that create trusts, open dialogue, and full transparency.
  • They make decisions that are based on productivity and not politics.

Their research suggests that only one in ten people possess all of these necessary traits. So either you’re one of them or it’s time to step up your game and ensure you’re a good manager and an even better leader.


Improve Your Management Approach

  1. Be Consistent with your Team

Before your management approach can be effective it must be consistent.

Ensure that you reward the same behaviours, discourage behaviours, and treat every member of your team with an equal, level-headed view. Doing so will ensure that you aren’t seen to have favourites and that your team understands exactly where they stand.

  1. Be a Strong Communicator

The most important and most effective way to earn trust – and quickly – is through good communication.

Communication can help break down departmental barriers and create a sense of interdependency between people which in return can build strong workplace alliances. Even more, relationships can improve as an effective group environment promotes teamwork.

  1. Be the Shining Example

Show up late and your team won’t worry about being punctual either. Lose your temper and so will others.

Set an example in terms of behaviours and strive to be the ideal employee in front of your team.

  1. Build Rapport with Every Team Member

This is no easy task, building rapport at work can take time.

Take a few minutes every day to chat with your team about non-work related topics and get to know a bit more about their hobbies, family etc. This opens a dialogue and lets them know that you pay attention to them as a person and that they are regarded as more than just an “employee”.

Ensure that you are also accessible and check in with your team regularly, ask questions, and answer questions. Routinely follow up with people during projects to both gauge their progress and enable you to offer coaching advice when needed.

  1. Delegate Wiselyand use your Common Sense

Assign responsibilities and tasks to your employees.

It is commonplace for many managers to feel that they have to control every small thing their employees do. But they would have also discovered that this can be disastrous.

When you delegate you are multiplying the quantity of work that can be accomplished whilst helping to develop your employees’ capabilities, leadership skills, and confidence.

  1. Be Encouraging to Others

The more people you have participating in discussion the better.

Ensure that you encourage all opinions and ideas and never chastise a team member for voicing an option, even if it goes against your vision or isn’t well thought out. Cutting someone down for an opinion builds resentment and discourages them from sharing again.

  1. Publically Reward & Recognise Hard Work

Every individual is hungry for appreciation and seeks praise for the work that they do. And in fact, a pat on the back is vital to job satisfaction.

Reward your team with a bonus, a trophy, or ever just with vocal recognition. Remember to go back to being consistent in your rewards so that you aren’t seen to be playing favourites.


Get in Touch

Are you an office manager or otherwise? We’d love to hear from you and any tips you might be able to share. Drop us an email or find us on Facebook and Twitter.

Posted by Paul Randall
24th April 2017