I’ll go first:
doesn’t treat his employees differently according to personal bias.
Wants his employees to become better and to earn more money.
Respects his employees’ needs for solitude (yes, I’m an introvert and want to disconnect during my pause) and knows what boundaries are.
Doesn’t leave you in the lurch. One of the reason why I quit my last job is that my manager, who loved to claim we’re a team would always go to smoke with his friends, while I’d be taking care of business, something he never acknowledge. His pauses lasted always more than 30 minutes and I was supposed to always work more than him. Nope.
Is not a drama queen and has a life outside of the workplace.
Doesn’t try manipulating me each time I call in sick.
Am I asking for much?
They tell the truth when it’s easier to lie. They don’t blame you even if it’s your fault. And they don’t drag the team under when answering for making their own mistakes.
Understanding their workers and excels at the simple things.
I worked retail in college and most of the managers werE constantly having arguments about scheduling with their employees because most were in college and had odd schedules. My manager came in and first thing they did was sit down with each of us individually to come up with our availability. She then did something inconceivable to the other managers. She made a set schedule for the semester for all of us. The other managers said “they’re part time, that’s not what they do”. Immediately tension with scheduling was gone. We also didn’t have confusion with why I had to work Saturday but so and so didnt.
Throughout her time there she made other simple things like that easier. Want time off? Just first one to ask for it would get it off. Christmas and holidays? We are retail so it’s tough, but she made sure everyone got enough time for families.
Of course then everyone had no idea how she had the best performing department and why her worker happiness, retention, and sales were up. Gobsmacked. Almost like we were motivated to work harder because of the simple respect we received
Pretty simple. If they’ve equipped everyone to the point where they’re mostly not needed but their people are relieved to see them instead of nervous to see them, then they are an excellent manager.
Knows how to delegate and track progress with context not just some KPI that looks good.
-
Can be blunt when something’s not right…
-
…but has your back when you need something to be successful
-
Servant Leader.
An umbrella for unreasonable demands from higher up. Good at office politics cause I aint. Presents problems that need solving, without enforcing a particular solution.
The umbrella is such an underrated skill. My manager is the best buffer between me and the C-suite, and I appreciate it immensely. She doesn’t involve me in any of the company’s internal political crap unless it directly impacts me. She filters out all the bullshit and protects me from our bosses getting in the way of the work.
Some of her other excellent managerial qualities: she doesn’t cold call me (we’re remote), she doesn’t schedule unnecessary meetings, she has zero contact after COB, and she trusts me to get my shit done during the day, on my own, with absolutely no micro-managing. Some weeks I don’t need to interact with her at all, even though she’s a fun person I never mind chatting with. She’s the best manager.
It all boils down to mutual respect. Respect leads to trust, trust leads to teamwork and a healthy work environment.
Doesn’t think that he/she is the boss, but much more the secretary of people doing the actual work.
He/she is reasonable to provide the people doing the actual work to provide them with the environment and resources they needRealizes they have a bullshit job and has a copy of David Graeber’s book on their desk.
Doesn’t micro-manage.
Has worked and understands the roles she is supervising.
If he can’t manage his own time. He can’t manage shit
Being smart about communication. One of the biggest failings I have had with so many managers is the lack of communication. Assistants saying one thing, main manager says another, turns out the two barely spoke about the thing. Changes to the standard not being communicated properly, mistakes getting by until it’s a major issue.
