6 Ways to Be a Better Manager

We always hear of key areas for managers to improve in, from delivering feedback to setting clear expectations to regular check-ins to providing stretch opportunities and creating psychological safety – all of which are incredibly important. Today we’re sharing 6 perhaps less common ways to be a better manager to your team.

But first, why is this important?

Employees who report having a great manager are 2.5x more likely to be fully engaged, put in discretionary effort, advocate for the brand, and stay for the long term (Perceptyx).

What else?

• 50% of employees leave their companies because of their boss (Gallup).

• 56% of employees think managers are promoted prematurely and 60% think managers need managerial training (Udemy).

• Managers account for at least 70% of the variance in employee engagement (Gallup).

Now, let’s explore the 6 ways you can be a better manager to your team.

1. Model the things you say are important

If you want your employees to prioritize work-life balance then you need to do the same. People pay more attention to what you do, more than what you say. Take that vacation!

2. Uphold solid boundaries

Those who report to you don't need a bestie, they need a manager who is looking out for them and their career. This doesn't mean you shouldn't invest in a real relationship that goes beyond just work duties, but it does mean you need to ensure your personal dynamic isn't getting in the way of the professional component and doing your team a disservice.

3. Don't expect yourself to have all of the answers

Even if you did that wouldn't be helpful to your direct report anyways. Take the position of a coach and guide your team, especially a more junior one, while helping them exercise their own critical thinking and problem solving. Don't rob them of this opportunity to develop a key skill set that will help them advance in their career.

4. View your report's career holistically

Don't just invest in the growth and development of your direct report in their current role. Without working with them to think more expansively, you might inadvertently pigeonhole them into one lane or a career ladder they actually weren't made to climb or want to climb. This might mean thinking of lateral moves they can make, not just vertical ones. It also might mean helping them land a great opportunity at another company outside of your own.

5. Be an advocate for those who don't self advocate

Many organizations promote and recognize people who self advocate for themselves. Ensure you're also giving your attention to those who don't do this. And furthermore, be their advocate when they are in the room and when they are not. This is an immediate way to address systemic inequities at your workplace.

6. Keep your biases in check

Your biases as a human and as a manager are always at play. From recency bias, to affinity bias, to the halo and horns effect, you are making decisions every day that impact your team's trajectory. Ensure they are subjective and well-founded decisions and not ones based on emotions, assumptions or unchecked thoughts and beliefs.

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