Qualities of a good manager: 13 soft skills you need (2023)

You've put in the effort, you've honed your skills, and you're finally a manager. While this is great news, being competent at your job doesn't necessarily mean being a great manager. When you lead people, you are responsible for inspiring, motivating and encouraging them. It's no longer just about you and what you bring to the table - you need to get others to bring everything they can to the table, too.Basically, being a leader is about more than just hard skills. If you look at the qualities of a good manager, you will find that not all of them can be proven and measured. Some of the qualities that will take you from a good manager to a great leader - these are called 'soft skills' or 'interpersonal skills'.

These skills are valuable in part because they are harder to learn. You evolve over time as you observe, interact, and collaborate with your teammates to help them become more productive. Soft skills are critical to effective leadership and performance management.

Research suggests that of all the qualities of a good manager, soft skills are the most important.SHRMfound that employers care more about soft skills like active listening, communication and flexibility than technical skills.

Other sources state thisHard skills are useless without soft skills. Soft skills allow us to build relationships, connect with people, and encourage others to succeed. With the continuing trend towards continuous performance management and regular coaching conversations, soft skills are becoming an essential part of a leader's arsenal.

Below we examine the qualities of a good manager - specifically 13 soft skills that make managers great.

1. Transparency

It used to be acceptable to keep things with your employees on a need-to-know basis. The times have changed.

Employees expect you to be transparent with them. They want to know what's going on with their company and how they're doing. They want direct and honest feedback on a regular basis and a manager who will not patronize them by glossing over the truth or hiding difficult realities from them.

Your employees are adults; You don't have to protect them. They want the truth, and good managers know how to be transparent, authentic, and direct. Transparency and the ability to be honest and openSkills every manager and HR manager needsimprove employee engagement.

2. Excellent communication

Managers need to be great communicators, which means maintaining regular contact with everyone on their team, giving and delivering feedback frequentlyrewards and recognitionfor excellent performance.

Communication isn't just face-to-face—it happens through email, chat applications, body language, and more. Managers need to communicate with their employees in a way that makes them feel comfortable. It's about getting to know your people and understanding what they need to do well - it's not just about communicating in a way and on a schedule that suits you.

Good managers should let their employees know that they can discuss anything work-relateda regular cadence. Consider implementing an open-door policy if you haven't already, and integrating tools and technologies that can provide real-time feedback. Managers should also make it clear that their employees are free to communicate openly and honestly – employees should not feel that their jobs are at risk if they wish to raise a grievance or ask for help.

3. Listening Comprehension

When we hear the phrase "good communicator," we tend to think of speaking or writing rather than listening. But when it comes to the qualities of a good manager, listening is just as important. Employees want to know that their opinions and insights are being heard.

Take the time to focus on your employees and what they are saying. Ask for their insights if they don't readily offer them. When you receive valuable feedback, make a conscious effort to take action based on it. This shows your employees that they can make a difference in their work environment if they speak up.

4. Appreciating and promoting teamwork

Companies that encourage teamworkEnjoy improved efficiency, work results and individual development. Managers should encourage collaboration at every opportunity and mitigate toxic behavior and unhealthy competition.

Workplace processes can be customized to complement this approach. For example, some companies still use a "stacked ranking" system popularized by General Electric decades ago. This system ranks employees and the poorest performing employees are kicked out. Employee rankings in general have beenhave a demotivating effect on employees. In addition, ranking employeesversusmutually creates toxic relationships and reduces the likelihood that employees will help each other when given the opportunity. Organizations implementing this system should consider removing it.

5. Consistency and Reliability

Employees need to know that their manager is stable, safe and reliable. They will come to you for clarity on organizational goals, perspectives on their work, and advice. And more importantly, employees should feel comfortable turning to you when they have problems and need help. Employees need to know that their manager is a level-headed person who doesn't get out of hand immediately. Otherwise, they won't feel able to open up to you and their trust in management will be weakened. This brings us to our next point:

6. Trustworthiness

Good managers are trustworthy and respect confidentiality. Employees must have confidence in their leaders and know that their managers have their employees' best interests at heart. When your employees feel like you're not supporting them, it creates a toxic work environment, limited collaboration, and unhealthy competition in your workplace. Employees also need to be sure that management is telling them the truth. Your trustworthiness is based on respecting your employees' privacy and offering honest advice that best suits your company's goals.

7. The drive to set goals

The new trend in goal setting isEmpowering employees to set their own goals. This gives employees more ownership of their goals, resulting in more work getting done (and to a better standard).

While employees should be in the driver's seat, managers still play an important role in goal setting. Good managers must be able to formulate motivating and realistic goals and then steer the process in such a way that it aligns with the company's goals. These goals must also be challenging, so leveraging these soft skills is a delicate balance that managers must maintain to keep employees engaged and motivated.

8. Make decisions (and take responsibility)

New managers sometimes have trouble making decisions—especially important ones. Some suffer from a concept known as “Analysis paralysis’ (thinking about a decision) or ‘bike waste' (concentration on insignificant details). Other managers obsess over possible negative outcomes, no matter how unlikely, and some may make a decision without having the right information.

Managers have to make decisions for the benefit of their team and their company, approach the decision-making process in a structured, logical and cool-headed manner.

Managers must also be able to make difficult decisions related to performance issues. Employees need to believe you're on their side, but you also need to step on the gas as a manager. When an employee exhibits behavior or performance problems, managers must have the confidence to step in and risk being seen as "the bad guy."

If there is a problem, it needs to be addressed. It is possible to resolve issues amicably and productively, but managers should not shy away from confrontation when warranted.

9. Empathy and sensitivity

Emotional intelligence, which includes sensitivity and empathy, is a soft skill that all modern managers must possess.

Emotional intelligencecan mean the difference between an engaged employee and a burned out, frustrated and unmotivated employee. Managers need to recognize signs that an employee is pushing too far, which can lead to problemsBurnout, anxiety, depression and demotivation. In most cases, good managers anticipate signs of these conditions before the employee approaches them to discuss the situation.

Sensitivity is certainly required when it comes to issues such as fear. Managers need to be able to make the right arrangements. This could include introducing flexible working arrangements, understanding mental disruptions and addressing fears during the goal setting process. Such measures show the employees that they are not alone - and that the company can and wants to help them.

10. Rewarding and Recognizing Employees

Employee recognition is not only a good idea in terms of employee morale; it is also a significant oneDrivers of employee engagement. A good manager knows the importance of rewarding and recognizing employees.

Employees don't just work for a paycheck. It takes a lot more than that to align employees with your company goals and to go the extra mile. Employees need to know that their work—and more importantly, their efforts—is recognized and valued. Managers need to be vigilant in this area and take the time to reward and recognize employees where appropriate.

11. Willingness to change

The world of work is constantly changing. The way we operate in relation to technology, employee motivation and performance appraisal are processes that are constantly changing. Your business will look different from year to year - and that's a good thing. It means you stay relevant and competitive, which means you'll be there for years to come.

Seasoned managers stagnate, while good managers are adaptable and flexible. They are ready for and planning for change, seeing disruption as an exciting challenge rather than a burden.

12. Conflict resolution (instead of conflict avoidance)

Conflicts in the workplace are an ongoing issue in most companies. This can occur for a number of reasons, with personality conflicts being a major cause. Good managers not only need to be aware of conflict and recognize signs of rudeness and bullying, but also eradicate it. Leaving such problems alone is terrible for employee morale and performance. Face-to-face with these situations allows managers to find a solution before it escalates and becomes unbearable.

13. Strengthening and motivating your team

Every generation and every individual is motivated by different things. Good managers can relate to each member of their team, which helps them understand how to empower and motivate employees to get the best out of them and help them get the best out of them. This can take the form of sales SPIFFs, contests, or simply recognizing employees for their hard work. Whatever motivational technique you use, make sure you understand what motivates your team and give them incentives to work toward.

Qualities of a good manager: Forward looking

Now that you have a better understanding of the soft skills you should master in your leadership role, it's time to take action. Take these 13 tips and incorporate them into your daily work routine. Take notes on how effective the implementation of these skills is, make sure to make adjustments as needed, and consult with your team members often. You will be surprised how quickly your team changes for the better.

Stuart Hearn is the CEO and Founder ofClear review. Stuart works with companies to improve relationships and communication between managers and employees.