Good manager, bad manager

Original author: Mitchell Harper
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Manager
Featured image via Flickr

Most managers are bad. Here is what a good manager does differently to grow professionally and take care of his team.

A bad manager begins a personal meeting with an employee by asking:


How is the project going?
Why is it not finished yet?

A good manager starts with questions:


How do you feel and how are you doing?
Is there anything I can help you with?


A bad manager will ask a dozen more questions, interrupting about five times to a conversation on a cell phone and ending the conversation when his questions were answered.

A good manager allows the rest of the conversation to follow a natural path based on the first two questions and is open to answers to many questions of an employee.

A bad manager prepares for a meeting 5 minutes before it starts.

A good manager asks two of the above questions before the meeting (by email or in any other way), so employees have time to think about the answers and are really able to come up with solutions to any problems.

There are a few more things that good managers do and not bad managers do:


  • Set the tone for a meeting aimed at people, not projects.
  • They never hold meetings in the office and try to choose a neutral place for conversation such as a cafe or park.
  • They are responsive - they try to touch on the family, some personal goals and objectives, etc. - they allow the relationships in their team to become more personal, so they allow their employees to get to know themselves closer, as a person, not a boss.
  • They often train employees, rather than dictate what to do or punish.
  • They know that they are the root cause of any layoffs, and people leave the team more often because of problems with management than for any other reason, including due to insufficient wages and pressure.
  • They thank workers during personal meetings for the work done since the last meeting, it does not matter if this is something insignificant, this will be remembered and appreciated. And this is absolutely not the main reason for this behavior.
  • They know that they work primarily with people, and only then with software, in retail, hotel services, insurance or in a design studio. Excellent leadership skills are required in any company.
  • They see themselves as leaders of teams, rather than managing individuals. They know that their profession helps to give employees the best results and inspire employees to give maximum daily commitment, even if the outcome looks bleak at first.
  • They focus on promoting the career of each employee in their team and know that good only happens as a result of such behavior.
  • Bad managers do none of the above. They focus on their own careers and often focus on domestic politics. They use information as leverage and flee the ship at the first sign of trouble.

Hire good managers. Let your competitors hire the bad ones.


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