Do you look at your manager and think they are perfect? Yeah… most likely not but here is what to look out for in a ‘perfect’ manager.
A perfect manager can be the heart of a good team, service, product and organisation. A manager can not only be great within themselves but lead a team, get the very best out of your squad productively and are more likely to stay within your organisation if so. So what makes the perfect manager? Years of research has been conducted to come to a resolution on what makes the ‘perfect’ manager. Can it be trained, or are the characteristics of a ‘perfect’ manager developed through behaviour?
An organisation can spend all their resources in the process of recruiting, interviewing, researching and hiring the best people for the team and the organisation. A boss or manager can be the resulting factor in why someone signs that million dollar contract. If they don’t like the boss, people will leave the first chance they get once they get that killer opportunity.
For over ten years, Google has even been researching and developing a methodology around what makes the ‘perfect’ manager. Google has conducted this project under the code name Project Oxygen. Why, you ask? Has the research paid off? By trying to come to some kind of understanding about the perfect manager, they will be able to adapt to these conditions or adaptations and implement it within Google. So the big boys are doing it, so should my organisation be looking into this? That could be the case as Google have seen improvement through employee turnover, satisfaction and performance within the workplace. Skill mattered less, however, as the emotional impact that more of an effect over the workforce. With the ability to understand and control emotions among employees, you have the ultimate power as the most significant factor comes into play. Respect.
Here is google’s perspective on what makes that ‘perfect’ manager.
A Good Boss Leads To An Excellent Coach
Rather than come to some sought of conclusion once a problem arises, a good manager will coach their workforce. A question, good or bad, can be used as a teaching tool. The manager not only learns for themselves but the team around him benefit as well. An excellent coach will guide the team and share key insights. This allows the team to gain and grow with experience from the problem that has arisen.
There is a fine line between being free and being micromanager by that pesky boss of yours. Freedom is to explore ideas and be smart about it. Being able to manage emotions and make flexible schedules for the team will increase morale around the environment. Building your team happy, and keeping them happy is critical. If your team feels like they have that freedom within the workplace, they will be more productive.
Want to learn more on Micromanaging? Have a look at this blog article ‘here’
Showing Concern And Well Being Within The Environment
This is not the only project Google has invested in. Google further discovered that the most significant key to success with the perfect manager was creating a safe and fun environment for your co-workers and employees. As Google quotes it “In a team with high psychological teammates feel safe to take risks around their team members. They feel confident that no one on the side will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea. Teams will not only survive but will thrive on trust with their manager. Having that relationship with your boss is critical.
Not Only Becoming A Better Manager But A Better Employee
The best of the best managers are not only the star player but is also a key teammate in the development of the organisation. They set by example by not only doing the dirty work within the company but also motivates their team to do the same. Rolling up your sleeves and helping out in whatever way you can is the essential trait of that ‘perfect’ manager. This comes with communication. Being able to not only listen by too also effectively share information about within your team to critical and can be the difference between a good team and an even better one. Managers are great listeners; they understand their organisation and can show empathy within it. Knowledge is power, and that’s why transparency and the willingness to share information puts them above the rest.
A Key Strategy For Career Development For Success And Performance, Having A Clear Vision For The Team And Organisation Is Key.
People skills, people skills, people skills. The best of the best managers encourage their people by sharing sincere and specific praise, but they are not afraid to be harsh and give crucial feedback that will improve the workforce around them. Being constructive and tactful rather than insulting and brash is what makes a great ‘perfect’ manager. By helping them reach their career goals, naturally motivates them, leaving them to give even more back to the team than before. By having a vital vision for you and your side, you can keep everything on track. Knowing where the team is right now, where they are heading and knowing how to get there are key results of excellent communication. Everyone needs to understand their role in executing that strategy.
This also comes with advising your team. Great managers will understand the jobs and roles if their workforce and what they have at hand, including their everyday tasks and challenges that they face. Knowing what is going on around within projects and commitments is a brilliant way to establish the great managers from the very best. From building that trust before making drastic changes or offering advice.
Collaboration Makes A Strong Decision Maker
A manager looks at a team from a different perspective towards an employee. A lousy manager could even look at other organisations. Even in the same organisation as a hindrance, and to also go further and try to sabotage them. A great manager sees the bigger picture, working for the good of the company as a whole and encourage other teams to do the same. Collaboration is a critical factor in what can drive an organisation to its peak. This brings along decision making. Let’s think here, great managers aren’t impulsive, but they are decisive in what they want. From knowing the facts and figures and considering the thoughts and perspectives of their teams and members, they look to move things forward even if the decision is one that everyone will now approve of. They then commit to their choices.
In hindsight, no one can be that ‘perfect’ manager. Each employee and manager have their floors but one who motivates, coaches their team through owes, manages them mishaps, and drives success with making healthy decisions is undoubtedly bound for success.