Think about this: a recent Gallup study found that 89% of employers believe that employees left their company for more money. In reality, a mere 12% of workers actually left for more money. That same study revealed that 75% of workers who voluntarily left their jobs did so because of their bosses! Whoa….that’s a big difference, and a big information gap! What we know is that upon leaving, if there is an exit interview process at all, it usually consists of a check-the-box form and sometimes a meeting with the boss they’re trying to flee! Now, if the boss is the problem, how honest do you think that person wants to be when they’ve already got their bags packed? Now, how many of those bosses are truly going to report that their solid employee left because of THEM?
Experts agree that the top six traits that contribute to managerial success include communication, leadership, adaptability, building relationships, development of others, and personal development.
- Communication: A manager with strong communication skills is able to tailor his or her message and instruct as well as he listens. Managers who can communicate effectively can process information and then relate it back to their teams clearly. Effective managers should be able to understand, decipher, and relate the organization’s vision back to their employees in order to maintain productivity. Conversely, ineffective communicators will miss the point of what they’re being told, won’t be able to recognize the impact on their team, or will fail to share the message with their team.
- Leadership: Leadership is a crucial attribute that many managers lack despite their job title. It is common practice for companies to promote employees who achieve the best individual results, but sometimes the best salesman doesn’t make the best manager. True leaders are able to instill trust, provide direction, and delegate responsibility among team members.
- Adaptability: The ability to adapt also contributes to a manager’s effectiveness. When a manager is able to adjust quickly to unexpected circumstances, he is able to lead his team to adapt as well. Adaptability also means that a manager can think creatively and find new solutions to old problems.
- Relationship building: Effective managers build personal relationships with their teams. Employees are more likely to exceed expectations when they trust their manager and feel as if their manager has their best interest at heart as well as the company’s. Employees who feel valued are more willing to get the job done right and apply extra effort when needed.
- Developing others: The best managers know when their employees need more development and how to ensure that those developmental opportunities are successful. Developing others involves knowing the individual strengths of each team member and cultivating their talents. This in turn helps to motivate them to channel their talents toward productivity.
- Self development: Finally, an effective manager seeks feedback from others and is aware of their own personal development. In order to successfully develop and lead others, managers must seek improvement in themselves. A manager who is willing to continue to grow and learn and use their natural talents to the best of their ability will be able to encourage the same behavior in employees.
Effective management is comprised of several key components, and is not easily achieved. Organizations need to recognize the traits associated with successful management, and then promote employees based on those traits. The highest achieving employees do not always make the best managers, but employees that naturally exude these 6 attributes are sure to be effective and successful in management roles.