Top Features For Management


Top Features For Management 

Of all the skills needed to be successful, management may be the most important of all. It’s the glue that holds any business together, no matter how large or small it is, and the foundation on which everything else relies on. However, what makes an effective manager? More importantly, how can you develop these skills in yourself? Here are the top ten best features of management to give you some ideas about what you need to do in order to become one of the best managers around!

Managers know what really motivates employees

It’s not stock options, title changes or huge bonuses—at least, not long-term. It’s meaningful work. When people feel that their work has purpose, they are more fulfilled and happier (and make more money). Managers play a crucial role in helping employees see that what they do on a daily basis makes a difference. Research shows that when managers help workers see how their jobs fit into larger goals, employees are two times as likely to report high levels of job satisfaction and engagement. In fact, one study found that 89 percent of employees who felt empowered at work reported being highly satisfied with their jobs, compared to just 22 percent among those who did not feel empowered.

Managers are calm under pressure

Nothing rattles a manager. Whatever challenge is thrown at them, they deal with it in a rational and confident manner. They have seen similar situations before and know how to handle them. When people panic, managers take charge; when things go wrong, they’re calm and unruffled. When dealing with employees, customers or clients, managers are known for their unflappable demeanor. Whether its an irate employee or a huge financial loss, managers know what to do—and do it calmly and confidently.

Managers can easily delegate tasks

As a manager, you’re probably much better at doing some things than others. It’s not that you aren’t good at all types of tasks, but rather that you have certain strengths and weaknesses. For example, it might be your strength to do financial analysis while another employee is much better at organizing people or events. By developing a team in which every member has different strengths and weaknesses, you can each focus on what you do best—and delegate all those pesky tasks to someone else who can take them off your plate. So go ahead and make sure everyone has a solid understanding of their strengths and weaknesses—and learn how to use them both effectively!


Managers connect with their co-workers

All managers know that if they want to be well-liked, a good way to do so is to get to know each member of their team personally. If a manager doesn’t have time for personal connections, he or she can at least make an effort to remember individual names and take interest in their co-workers’ lives. Doing so helps boost morale and gives employees something other than work-related responsibilities on which they can focus attention. And even if management seems like it’s all about keeping everyone else in line, it’s important for managers to remember that leadership starts with them—and how well those who work under them think of them says more about management than it does about workers. 

Managers take ownership for their actions

As a manager, you have to be accountable for all your actions. You are responsible for everything that goes on with your team members, even if it is not directly your responsibility or something you had complete control over. When there is an issue with a task or project, it is up to you to step in and take ownership for fixing it. As a manager, you do not have time to play blame games when things go wrong; rather than pointing fingers at people below you on the corporate ladder, it’s time to look inside yourself and work towards becoming better in order to keep your job and stay successful in business.

Managers are committed to long-term success

Whether you’re new to management or a seasoned pro, it’s essential to show your employees that you have their long-term success at heart. Good bosses don’t just look for short-term wins but are committed to helping their teams succeed, regardless of whether they work directly for them or not. This means providing support and advice on their career paths, tackling any challenges they might be having in life and giving proper feedback on how they can continue to grow professionally. If your organization allows it, learn how to allow managers some flexibility when it comes to compensation packages so that there are benefits based on individual needs. This helps foster loyalty and makes people feel like they really matter in your company.

Managers seek feedback from others

The more feedback a manager can gather, and digest, and act upon, the better. But managers are busy people! So how do you get them to sit down with you, listen to your feedback—and act on it? You can’t force a busy manager to spend time with you.

Managers have direction and purpose

It is well-documented that managers are more effective when they know what needs to be done, why it needs to be done, and how it will get done. A manager’s first priority should always be to establish direction, but that doesn’t mean he or she never takes initiative. Once a manager has established direction, he or she must also have faith in employees to follow through on tasks. Even though you might have an idea of how a task should be completed, don’t step in unless you feel you absolutely must. By allowing employees to run with their ideas and complete projects on their own terms, you can build trust and foster a culture of innovation at your company.

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