How Good Management Leads to Great Employees

Monte Wyatt & Brad Sugars, Feb 18, 2020

We can’t say it often enough: management and leadership are two different things. Leadership creates passionate and focused people. Management oversees processes so the team is competent and productive.

We don’t manage people; we manage processes.

When processes are in place, there’s something to manage. And while we don’t manage people, we can and should manage their accountability.

Every organization needs good management and good leadership. Managers need to be the best suited for the job and an excellent fit for the organization, fitting in culturally and professionally. They need to understand and be excited by the organization’s purpose, direction, and culture.

Proper management balances processes and people, efficiency and humanity, without jeopardizing either one. When we are making decisions regarding process, we should ask, how does this affect our people? And when we're making a decision regarding our people, we should ask, how does this affect our process? This is good management practice.

Good management practices aren’t intuitive. Organizations need to use proven methods to teach managers fundamental and useful managerial techniques that include:

  • selecting the right people for the team;
  • delegating;
  • flexibility;
  • excellent verbal and non-verbal communication skills;
  • managing communication processes such as daily huddles, one-to-one's, weekly team meetings, training and providing feedback;
  • recognizing the abilities of team members and allowing them to take ownership of and responsibility for their respective jobs.

As you can see from this list, good management is about managers being proactively helpful to the people they oversee. According to a study by Dale Carnegie Training, almost three-quarters of employees say that they don't feel engaged in their jobs. And a fourth of employees say that they have a good relationship with an immediate supervisor who is proactive in getting them involved and invested in their work.

Proactive managers:

  • provide feedback to team members;
  • make time for team members;
  • identify goals;
  • act as role models;
  • delegate;
  • communicate;
  • listen;
  • motivate;
  • set clear expectations;
  • learn and adjust;
  • recognize team members.

According to Forbes magazine, Here are the steps you should take to becoming a great manager.

Be straightforward. If you want to be a great manager who inspires others to greatness, you don’t have to don a new outsized personality or break a mold. You simply have to choose to communicate, connect, and bring your full presence to those you lead.

Demonstrate mature leadership. That is, don't complain, especially to those at lower levels in the company. When you're a leader you are a representative of your company, and your company's policies must be aligned with your core values.

Be smart about putting people where they belong. Great leaders get the right people in the right positions. People are happiest when they are the most engaged, and when they apply their strengths to their job. Managers need to know this.

Hold regular, meaningful one-on-one meetings with people. Great managers hold in-depth conversations with team members to ensure that everything is on track.

Manage conflict. Successful managers face conflicts and help people do their jobs easier and more effectively. Sometimes that means conflict and difficult situations – and an effective manager will inspire accountability and thoughtful decision-making.

To recap, all organizations need good management and good leadership. Managers need to understand and be excited by the organization’s purpose, direction, and culture.

We'd love to hear from you. How proactive is management in your company? Thank you for sharing.