The #1 reason why people quit their jobs is not money, stress, or boredom.
Almost 80% leave their jobs due to this:
It’s their manager.
That’s right.
Almost 80% leave their jobs because of their manager.
That’s how crucial leadership is in the workplace. But the question that often lingers in the corridors of offices around the world is not about the presence of leadership—it’s about the quality of leadership. What separates a good manager from a great one? Is it their decision-making skills, their communication, or how they handle pressure? Or is it something more profound, something that resonates on a personal level with each employee?
Good leaders manage; great leaders inspire. They understand the intricate balance between what’s needed and what’s possible. Good managers will ensure that the job gets done, that the team meets its targets, and that the wheels of the business keep turning. They’re competent, reliable, and can be counted on to maintain the status quo. But great managers? They do all that and more. They aren’t just overseers; they are visionaries who empower their employees to grow, not just in their current roles but beyond.
Training, Coaching, and Mentoring: The Qualities of a Great Manager
Embedding a culture of growth and development is fundamental to great management. It involves recognizing that each team member has unique needs and aspirations. This is where the concepts of training, coaching, and mentoring become pivotal.
Training: A great manager knows the value of specific knowledge and skill development. They advocate for training programs that are tailored to enhance the team’s current performance, making sure that the programs are relevant and practical.
Coaching: More than just managing, great leaders coach. They understand that coaching is a personalized process and aim to improve individual performance. They focus on developing competencies that not only serve the current roles but also prepare their team for future challenges.
Mentoring: Great managers are also great mentors. They engage in mentoring relationships that are focused on guiding their team members’ personal and professional growth. They are the repositories of wisdom, sharing their experiences to nurture their mentees’ journey towards success.
The leadership qualities of a manager have a direct impact on the retention, engagement, and productivity of their team. Training, coaching, and mentoring are not just buzzwords; they are critical tools that great managers use to foster an environment of growth and excellence.
The Qualities of Great Managers
Great managers understand the pulse of their team. They exhibit emotional intelligence, empathy, and the ability to connect with their employees on a human level. They are not just bosses; they are leaders who invest time to understand and adapt to their team’s needs.
- Communication: Great managers communicate with clarity and encourage open dialogue. They understand the power of listening and the importance of giving and receiving feedback.
- Vision: They have a clear vision and can articulate it in a way that is compelling and motivating. They don’t just set goals; they inspire their team to achieve them.
- Empowerment: Instead of micromanaging, they empower their team members to take ownership of their work. They provide the tools and support needed to succeed but also trust their team to make decisions.
- Recognition: They recognize and appreciate the efforts of their team members. Great managers understand that acknowledgment can be a powerful motivator.
- Flexibility: They are flexible and adaptable, ready to pivot strategies in response to the changing landscape of business and the individual needs of their team.
- Integrity: They lead by example, demonstrating the values and ethics they expect from their team. Their actions speak as loudly as their words.
By understanding and implementing these practices, managers can transition from being good to great, making a profound difference in the lives of their employees and the success of the organization.
Remember, people don’t leave jobs; they leave managers. Strive to be the great manager that people want to stay for.
