What makes a good manager

Many of us may recall a manager we liked, many may remember managers that were well respected, but what truly makes a good manager?

Many people think they have what it takes to make a good manager and lead from the front but the truth is that most managers are not as good as they believe they are.

So what makes a good manager in today's society....after all I'm not talking about the stiff upper lip of a bank manager from the 1950's, the ideas behind managing people have moved on leaps and bounds since those days.

First of all you have to understand what the position of a manager is, it is not to walk around cracking a whip to make people work harder, it is a position where you support and train your staff to better themselves thus improving their workload output while keeping them satisfied and happy within their working environment.

It is important to acknowledge your staff when they do well, a little praise goes a long way as it makes them realise that you see when they are achieving well. Likewise you should never ever, ever...ever put down a member of staff in front of others, if you have an issue with a member of staff due to their behaviours take them somewhere quiet and talk to them about what the issue is and how they can change this behaviour in a civil and supportive manner.

Remember the little details as well, remember birthdays, the goals each staff member has, how they take their morning cup of coffee, every little detail counts.

Admit your own failings. This is something many managers do not do but if you can admit when you do wrong it will improve your image with your staff. Also promoting an area where mistakes are okay and are part of the journey to success is important. No one ever achieved success without mistakes...just ask Bill Gates or Richard Branson.

Be approachable, listen intently to what your staff have to say and offer advice where you feel you can. If you think back to when you were not in a management position I imagine that it was a daunting task talking to your own managers. It is important to note here that you should not get too close to the staff so they view you as a close friend, there does still need to be that fine line they should not cross.

Be clear in what you expect from your staff but likewise let your staff be clear in what they expect from you. Offer expectancy exchange meetings with your staff where you all talk frankly about what support they need from you and what you expect in return, this can be a liberating experience and can also help in your own personal development as well as theirs.

Lastly and most importantly treat people how you wish to be treated, do not fall in to the trap of becoming stressed and taking it out on your staff. Remember everyone you come in to contact with within the company you work is actually a customer who you are serving, due to this you need to treat them as customers whether they are agents that answer phones or the Director.....this will build your respect.

I have been a manager of people since I was 18 when I managed two shops, in this time I have learnt from my own mistakes. While I still make mistakes today I do know that the staff around me do respect what I say and do.