This Is How To Be A Great Manager: 4 Powerful Secrets From Research

Introduction

What makes companies great? According to extensive research conducted by Gallup, the answer is simple: good managers. Gallup's research involved surveying 24 companies across 12 industries, measuring productivity, profitability, employee retention, and customer satisfaction. The study looked at over 2,500 business units and interviewed 105,000 employees. The results were clear: effective management is the key differentiator. This article will explore four powerful secrets from Gallup's findings that reveal what sets great managers apart from the rest.

Section 1: The Role of the Manager

Selecting the Right People

Great managers understand that the foundation of a successful team lies in selecting the right individuals. This means looking beyond just skills and knowledge, and focusing on inherent talent.

Setting Clear Expectations

Once the right people are in place, setting clear and achievable expectations is crucial. Great managers define outcomes but avoid micromanaging the process, allowing employees the freedom to find the best ways to achieve their goals.

Motivating Employees

Motivation is a key component of effective management. The best managers know how to inspire their team, understanding that motivation can come from different sources for different people.

Developing Talent

The development of employees is an ongoing process. Great managers invest in their team’s growth, providing opportunities for learning and advancement that align with each individual's strengths.

Section 2: The Importance of Talent

Redefining Talent

According to Gallup, talent is defined as "a recurring pattern of thought, feeling, or behavior that can be productively applied." This perspective shifts the focus from skills and knowledge to natural predispositions that make someone a good fit for their role.

Casting for Talent

Just as in making a good movie, casting the right people in the right roles makes all the difference. When managers cast for talent, they minimize the need for micromanagement and create a more efficient and harmonious work environment.

Avoiding the Myth of Unlimited Potential

Contrary to popular belief, not everyone has unlimited potential in every area. Great managers recognize this and focus on leveraging individual strengths rather than trying to fix weaknesses.

Section 3: Spending Time with Top Performers

Prioritizing High Performers

Time is a limited resource, and great managers understand the importance of prioritizing their top performers. By investing more time in their best employees, managers can maximize productivity and results.

Opportunity Cost of Time

Every minute spent on low performers is a minute not spent on high performers. Recognizing the opportunity cost of time, effective managers allocate their time where it can have the most significant impact.

Supporting Star Employees

High performers often have the greatest potential for growth. By supporting and developing these individuals, managers can drive overall team performance to new heights.

Section 4: Treating People Differently

Customized Management Approaches

The one-size-fits-all approach to management is outdated. Great managers treat each employee as an individual, providing the specific support and recognition they need to thrive.

Understanding Individual Needs

To effectively manage a diverse team, it’s crucial to understand the unique needs and preferences of each member. This requires open communication and a willingness to adapt.

Adapting Management Style

Flexibility is key in management. Great managers adjust their style to match the needs of their employees, whether that means providing more guidance or stepping back to allow more autonomy.

Section 5: Focusing on Strengths

Ignoring Weaknesses

Focusing on weaknesses leads to mediocrity. Great managers concentrate on enhancing their employees' strengths, allowing them to excel in their roles.

Enhancing Natural Abilities

By identifying and nurturing natural abilities, managers can help their employees achieve peak performance. This approach leads to higher job satisfaction and better results.

Creating Effective Partnerships

When employees have complementary strengths, forming partnerships can be incredibly effective. Great managers facilitate these collaborations to maximize team performance.

Conclusion

Being a great manager involves understanding the unique talents of your team, spending time with top performers, treating employees as individuals, and focusing on strengths. By implementing these strategies, managers can unlock the full potential of their team, leading to increased productivity, satisfaction, and success.

FAQs

1. What is the most important quality of a great manager?
   • The ability to recognize and utilize the unique talents of their team members.
2. How can managers effectively motivate their employees?
   • By understanding individual motivators and providing tailored support and recognition.
3. Why is it important to spend more time with top performers?
   • Because they have the greatest potential for growth and can drive overall team performance.
4. What does Gallup define as talent?
   • A recurring pattern of thought, feeling, or behavior that can be productively applied.
5. How can managers balance focusing on strengths while addressing weaknesses?
   • By creating partnerships where complementary strengths can compensate for individual weaknesses.