5 Key Traits of a Good Manager (According to the People They Manage)

What Makes a Good Manager?

As company leaders, managers set the tone, direction, and culture in every workplace.

Good leaders bring out the best in employees. On the other hand, organizational psychologist Dr. Tomas Chamorro-Premuzic says, “Bad leaders create high levels of anxiety, [high] turnover, low morale, [and] low productivity.”

So what separates good leadership from bad? And what are the key traits of a good leader?

The best people to ask these questions are those who work closely with them every day. Here are the top five characteristics of a good manager, according to employees:

Honesty

According to a survey published in “What People Want” by Terry R. Bacon, 90% of U.S. employees say they want honesty. The Predictive Index People Management Study backs up this claim stating 80% of employees see honesty as a top trait of great managers.

Honesty builds trust among team members. Managers who are transparent and truthful in their communication, actions, and decisions foster an environment of openness and accountability.

When managers take accountability and ownership of their actions, their words carry weight, and their influence pushes members to do the same. Honest managers set a positive example for their employees and give them a safe space to express their concerns, ideas, and feedback.

Respect

The 2020 study A Boss From Hell confirms that disrespectfully treating subordinates is the top misbehavior that “bad bosses” display (72%). This statistic makes sense because a Harvard Business Review study shows that when you ask employees what they want most from their leader, feeling respected tops the list.

Respectful managers acknowledge and appreciate the diversity of backgrounds, experiences, and ideas among the team. They are committed to promoting workplace diversity, equity, and inclusion (DEI). They actively seek different viewpoints, listen attentively, and create space for everyone to contribute.

Leaders encourage innovation, creativity, and problem-solving by fostering respect and integrating multiple perspectives. And as a result, members who feel respected are more motivated, engaged, and committed to their work.

Read More: What is DEI in the Workplace?

Responsiveness

When asked what they want from their managers, 74% of survey respondents said they want their managers to listen, understand, and respond. Unfortunately, an online survey by Harris Poll found that 69% of managers are often uncomfortable communicating with their employees.

Managers act as the bridge between the company and the employees, so keeping communication lines open and clear is essential. Good leadership involves actively listening to the needs of your members and striving to respond promptly to messages, requests, and inquiries.

Practice the art of responsiveness by proactively setting aside time for one-on-one meetings and stay interviews. Listen carefully to what your members say, and use that information to understand why they remain with your company and what work-related factors could push them to leave.

Read More: What is a Stay Interview? And How Do I Conduct One?

Appreciation

According to McKinsey & Company’s Head of Communications Glenn Leibowitz, exceptional leaders express appreciation. They say thank you publicly and often. They also give credit where credit is due. But appreciation is more than just recognition and rewards.

“Being an appreciative leader requires entering another’s world, experiencing it, and then letting that person know what you’ve seen,” says Henley Leadership Group Founder Dede Henle. “It’s about sharing the difference that a person’s unique contribution has had on you.”

Be intentional about expressing appreciation to your team. Whether you’re managing onsite or remote employees, build a habit of listing down what you appreciate about their contributions and communicating these to them genuinely.

Read More: Tips for Managing Remote Employees

Integrity

In their 2020 study on trust, software company Adobe confirmed that employees want integrity from their employers.

Leadership coach Brian Tracy defines integrity as “doing the right thing because it is the right thing to do.” A manager of integrity is committed to doing the right thing even when no one else is looking. 

Former AirBnB Chief Ethics Officer Rob Chesnut refers to leaders as the thermostat for their company’s integrity. Just as a thermostat sets the temperature of a room, the leader sets the tone for how their team operates. If a manager leads with integrity, their team works with integrity.

Nexus HR Helps You Find, Hire, and Keep Good Managers

Good leaders are essential to achieving sustained success. It helps improve financial performance and boost employee engagement. It helps shape your organization’s culture and steer its growth in the right direction.

But to have good managers, you must first find, attract, and hire them into your team and make them want to stay. With the job market as competitive as it is today, you’ll need all the help you can get.

Nexus HR offers a vast selection of human resource solutions that you can customize to meet your organization’s every need. From executive recruitment, onboarding, and training, to remote HR management, payroll management, and administrative HR assistance, we are ready to give you the HR support you need as you build and strengthen leadership within your organization.