Great managers make all the difference

Great managers make all the difference

Good managers aren’t just people who supervise — they’re the catalysts that drive success, foster growth, and help shape company culture. Their influence extends far beyond daily tasks; they’re the ones who inspire, motivate, and build trust within teams. It’s about being a leader who creates an environment where employees thrive. So, what does it take to be a good manager, and why does it matter so much? Let’s dive in.

Why good managers matter

While leadership sets the direction, it’s the managers who turn strategy into action. They influence productivity, morale, and employee engagement by fostering a positive environment where people feel supported and empowered. By leading with empathy, transparency, and accountability, they build trust and create a culture of collaboration that drives performance.Effective managers also play a key role in reducing turnover. After all, bad leadership is one of the top causes of employee turnover. But when employees feel valued and understood, they’re more likely to stay and grow within the company. Good managers are essential for attracting, retaining, and developing top talent — making their role critical to long-term business success.Learn more: The Importance of Leadership in the Workplace

Qualities of a good manager

Over the past decade, the expectations for what makes a good manager have evolved. While technical expertise and experience once topped the list, today’s successful managers are defined by their ability to connect with and inspire their teams. In fact, interpersonal skills like active listening, flexibility, and time management have become essential in creating a thriving workplace culture.These soft skills aren’t just nice-to-haves—they’re game-changers that elevate a manager’s ability to build trust and drive employee performance. At Top Workplaces, managers excel in these areas, fostering an environment where employees feel valued, motivated, and truly connected to the organization.If you’re looking to improve employee retention, boost engagement, and attract top talent, focus on hiring and developing managers who possess these qualities:

1. Transparency

Transparent communication is an important culture driver. When managers provide honest, authentic communication, employees feel like true partners in the business — and more connected as a result. They’re also more likely to align with the company, even when they don’t totally agree with decisions. This creates a sense of value that improves employee engagement.

2. Good communication

Great managers are also effective at communicating, taking time to listen and understand what’s happening with their employees. Managers who are active listeners and genuinely care about team concerns build loyalty and performance. It goes beyond active listening, though: managers must also have great interpersonal, presentation, and written communication skills.

3. Trust

Building and maintaining trust with employees is paramount for managers. When employees trust their manager, they also trust the organization’s decisions, goals, and vision more. Managers who do not prioritize trust can lose the respect of their employees, which can have a devastating effect on engagement, loyalty, and, ultimately, employee turnover.

4. Empathy

Empathy, a core element of emotional intelligence, helps managers connect with employees meaningfully. But remember: Empathy is not the same as sympathy. Empathy is all about listening and putting yourself in someone else’s shoes. It’s a quality that allows managers to be compassionate and respectful, even when they disagree with others.Empathy cultivates more than a healthy employee-manager relationship, it positively impacts workplace culture. Empathetic managers are more successful at leading individuals with different points of view to successful collaboration.

5. Decisiveness

Characteristics of a good manager are sometimes more visible, and decision-making is one of them. Managers who struggle with decision-making erode employee trust and put the company at risk. Being decisive means making smart and quick decisions, not necessarily popular ones. Good decision makers enable growth and adaptability, which leads to better business outcomes. They also teach others the importance of making a decision and running with it.

6. Vision

The traits of a good manager include a vision that aligns with the company’s mission and values. Expressing that vision inspires and motivates employees to give their all. Employees who believe in the company’s vision will invest more because they know it will make a difference. This may sound simple, but not all managers have the vision and drive needed to motivate a whole team.

7. Accountability

Accountability is next on the list of ideal manager qualities. Good managers show accountability and responsibility every day, inspiring employees and senior leaders to do the same. Instead of getting mad or blaming others, great managers own up to their mistakes and focus, instead, on offering solutions.

Learn more: Accountability in Leadership

8. Employee development

A great manager is a coach who takes time to understand employees’ professional development goals and align them with organizational objectives. Alignment is crucial, making it easier for managers to get employees the training and development they need to achieve their goals.Managers also need a passion for business and personal growth. Developing new skills, pursuing new projects, and thinking outside the box help managers become great leaders and CEOs.Learn more: Benefits of Training and Development and Improving Training and Development

9. Delegation

Knowing how and when to delegate is one of the most important characteristics of management. That’s because delegation gets the job done faster at the end of the day. You may think it’s easier to do things yourself when, in reality, asking for help can boost creativity and efficiency. As a manager, it’s your responsibility to direct people and projects. Otherwise, timelines and resources can suffer.

10. Availability

When managers make themselves available, employees feel heard and valued by the organization. Offering time to brainstorm and connect helps teams feel connected. This makes it easier to identify opportunities for improvement and take actionable steps. Plus, it makes your workplace culture more social.

11. Ethical

Ethical leaders strengthen company morals, principles, and values. They follow a higher standard of conduct and encourage others to do the same. Additional characteristics of ethical leaders include:

• Asking tough questions
• Helping others
• Looking at the bigger picture
• Having zero tolerance for ethical violations

Managers with these skills protect your company brand as well. Learn more: Ethical Leadership in the Workplace

12. Optimism

Everyone struggles with frustration and negativity from time to time — including managers. But when a team or employee struggles, a manager with a negative mindset will do nothing but fan the flames. Successful managers understand they need to lead by example. Offering employees and leaders optimistic, positive energy goes a long way.

13. Role model

Leadership is about more than giving out orders or managing a group of individuals. Employees want someone to look up. Whatever qualities your managers have, employees will follow suit – good or bad. Creating healthy work-life balance, having fun with projects, and keeping an eye on the prize encourages others to want to do the same. Whatever your organization’s priorities are, find a team of managers who are natural role models for that vision.

14. Skills and knowledge

Being skilled and knowledgeable might be the most old-school quality on this list, but it’s essential. Great managers have well-developed technical skills and possess a wealth of industry knowledge. They know when to lend their expertise, provide support, and ask their network for support or inspiration.

15. Fairness

And finally, the best managers don’t fall prey to favoritism. They know how to treat and assess their employees fairly. Great managers also understand the importance of employee appreciation, looking for opportunities to recognize, pay, and promote everyone equally. Keeping the playing field even ensures that people with different experiences and backgrounds get the same opportunities – which is great for innovation and creativity.

Signs of poor management

Managers are essential to organizational success, but they can also be why employees quit. That’s why it’s important to recognize warning signs of poor, ineffective management early. Those signs include:

• Micromanaging projects rather than offering constructive feedback.
• Failing to see employees as individuals with unique needs.
• Taking undue credit rather than promoting employee success.
• Blaming others for failures rather than taking accountability.

Learn more: Common Mistakes Leaders Make

How to measure manager effectiveness

If you want to maximize performance, engagement, and retention, it’s time to assess management effectiveness. Here’s how:

• Administer employee engagement surveys: An anonymous, research-backed survey that assesses the employee-manager relationship is a credible way to identify strengths and areas for improvement.
• Establish and monitor KPIs: Key performance indicators provide a data-driven performance measure that tracks manager and company progress.
• Watch employee turnover: While it is a red flag, turnover may not be entirely within the manager’s control. Take a closer look to determine the root cause.
• Observe employee growth: The best managers care about their employees’ concerns. They encourage learning and development, and their employees are rewarded with internal promotions.

Tips for hiring the best managers

Organizations must take the time — and the necessary steps — to recruit the best managers. While we explored the qualities of a good manager, spotting these characteristics can be challenging in the interview process. Here are some helpful tips to try:

• Promote from within: Look for internal candidates who exhibit the qualities of a good manager and promote employees from within your organization.
• Attract the right candidates: Highlight your company mission, vision, and values on your sites and recruitment channels to attract candidates who align with your company’s culture and values.
• Build your employer brand: Highlight what’s most important to your culture. Earn credible employer recognition awards to boost your company reputation and attract top talent.
• Ask for referrals: Encourage employees to recommend those in their networks who would be a good match for your company.
• Expand your talent reach: . Create company profiles on trusted sites to build a positive online reputation.