What makes good managers good?

What picture comes to mind for you when I say the word, "micro-manager?"

• Someone looking over your shoulder at your computer screen to see if you've gotten that report done yet?
• Someone who makes all the decisions for the department, right down to the color of the napkins for the breakroom?
• Someone who expects an update every Friday, on tasks you've been doing for two years?

Seems absurd, I know. And yet, there are people out there who manage that way and wonder why good people don't stay.

But you know what? Just as absurd...and as demoralizing...are those bosses we often call "hands-off" managers. These are the individuals who:

• Think they are empowering people by leaving them alone.
• Think they do not need to track their employees' performance because "we're all adults".
• Think that if their direct reports are happy, they'll be productive.

Looming isn't good. But neither is being inattentive. A lack of trust isn't helpful. But neither is trusting too much. "Micro-managing" and "hands-off "are both lacking because neither truly engage employees.

Good managers:

• Spell out clear expectations.
• Track performance.
• Provide direction and support.

Consistently. Every day. That's what makes good managers good.

Photo on flickr by soanesmark

Comments

[Amy]

Nice summary of what makes good leaders. Now if they could just bring their "A" game everyday to work!

[Shirley Poertner]

Amy--stay tuned! I have some ideas about what it takes to bring your "A" game to work every day. Watch for my next post on IowaBiz.com. Shirley