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 team 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 10 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 biggest 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 problem, 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 their team and share the insights that are key. 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 them emotions and make flexible schedules for the team will increase the morale around the environment. Making your team happy and keeping them happy is key. If your team feels like they have that freedom within the workplace, they will be more productive.
Showing concern and well being within the environment
This is not the only project Google have invested in. Google further discovered that the greatest 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 team 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 key.
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 team mate 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 key trait of that ‘perfect’ manager. This comes with communication. Being able to not only listen by too also share information about in an effective manner 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 team 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 the 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 key vision for you and your team you can keep everything on track. Knowing where the team is right now, where they are heading and knowing how to get there is key results of good communication. Everyone needs to understand their individual 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 them drastic changes or offering advice.
Collaboration makes a strong decision maker
A manager looks at a team in a different perspective towards an employee. A bad manager could even look at other teams (even in the same organisation) as a hindrance, and to even 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 key 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 them decisions.
In hindsight, no one can be that ‘perfect’ manager. Each employee and manager have their own floors but one who motivates, coaches their team through owes, manages them mishaps, and drives success with making strong decisions is surely bound for success.