It may seem obvious but if you are running a company, effective managers should ALWAYS be hired. Leigh Branham, author of “The 7 Hidden Reasons Employees Leave”, interviewed over 4,000 employees who voluntarily left their employers since 1998. She found that there were four areas that were linked to their departure: trust, hope, respect, and competency (training).

What is a Manager?

I’ve worked in tech for over a decade. I started at the bottom as an HR assistant filing I-9s, answering phones, and running errands for the HR team. As I worked my way up through recruiting, I’ve learned a lot. I share that with you here.

A manager is defined as a person who is responsible for controlling, administering, or operating all or part of a company or similar organization. He or she is in charge of the activities, tactics, and training a team in order to maintain or transition to a smooth operation.

What are the expectations?

These are the key traits and responsibilities that are expected from a competent manager.

Remember, the goal of every manager is three-fold:

  1. Every team member is in the right seat on the bus –  a busful of competent and exceptional employees operating in their skillset.
  2. Organizational operations are seamless.
  3. The organization is retaining its best employees.

Here are the essential traits to look for in an effective manager:

  1. Consistency. (Is this person the same person today as she was last week?) TRUST
  2. Exceptional communication skills. (Are there vestiges of narcissism, hidden agendas, or brown-nosing embedded in his communication praxis?) RESPECT – as Aretha would say…
  3. The ability to give authentic praise. When an employee displays an exceptional work ethic, the manager should be able to recognize and praise that employee accordingly. This inspires employees to do their best. TRUST
  4. The ability to provide mentorship, training, and feedback. HOPE
  5. The ability to create a positive culture. In our talk with each other – we are creating something. The question is: What are we creating? Is culture fun? Or depressing? Exciting or dull? HOPE and COMPETENCY
  6. The ability to create a culture that treats mistakes as opportunities to grow. In Michael Jordan’s infamous Nike ad, he confesses that he was trusted 26 times to take the winning shot and he missed. But, he says, it is because I have failed over and over again, that I succeed. Yeah. COMPETENCY

This will mean that for employees who committed some mistakes, they should be able to trust the manager to provide them with constructive feedback and support. There are a lot of Michael Jordans out there.

  1. The ability to provide clear vision. TRUST
  2. The ability to exhibit strong leadership skills. RESPECT
  3. The ability to welcome accountability. TRUST and RESPECT
  4. The ability to solve problems. RESPECT
  5. The ability to refrain from micromanaging. RESPECT, HOPE, and COMPETENCY

I’ll be sharing more with you as the days go on. Please subscribe to our newsletter here.