If you have these 10 qualities of a good manager, you should definitely pursue a promotion—or even a new job.
There’s certainly no shortage of bad managers out there. In a 2018 Monster poll, the majority of U.S. respondents (76%) said they currently have or recently had a toxic boss. Those workers said that bad bosses are power-hungry (26%), micromanagers (18%), incompetent (17%), or just never around (15%). Now that we know what’s typical of a terrible manager, it’s time to talk about what makes a good manager.
Monster checked in with some experts to find out which traits all excellent managers possess. And by the looks of it, if you’re manager material, you’ll be a hot commodity in the workforce, which you can use to go after a promotion or a higher-level job at a new company.
Top managers—like top-performing employees—generate out-of-the-box ideasthat push businesses forward. These individuals introduce new strategies that improve their company’s workflow, productivity, and bottom line, says Karen Litzinger, a career coach in Pittsburgh. Put simply, they’re change agents.
Companies rely on problem solvers to navigate unexpected challenges, says Kathy Robinson, founder of Boston career coaching firm TurningPoint. The best managers don’t just tackle issues, though—they also identify weak spots before serious problems arise.
If you’re a manager who truly pushes boundaries, mistakes are inevitable. The important thing is being able to recover by analyzing why you failed and identifying what you can do better in the future. As Jodi Glickman, CEO of leadership development firm Great on the Job, puts it: “When something goes wrong, you need to acknowledge it and learn from your mistakes” to be an effective boss.
“A lot of managers don’t spend nearly enough time praising their employees as much as they do giving them criticism,” laments Linda Hill, Harvard Business School professor and coauthor of Being the Boss. Great managers publicly acknowledge their direct reports when credit is due; they also sing their praises to higher ups. “Receiving public recognition keeps employees motivated,” Hill says.
No one likes working for a micromanager. Thus, as a boss it’s important to be able to take a step back and let your direct reports do their jobs without feeling like you’re always watching over their shoulder. Also, by delegating tasks you’ll establish trust with your employees, which is no small thing, Hill points out.