A great manager can make a world of difference in any workplace. They’re the ones who not only steer the ship but make everyone feel they’re on a meaningful journey. While every manager brings something unique, some clear qualities and skills set the best managers apart. So, what exactly should you look for in a great manager? Let’s dive into the essential qualities of a good manager and the ways they elevate team members, foster a positive work environment, and drive company goals.

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1. Excellent Communication Skills

One of the most important traits of a good manager is effective communication. Great managers know that clear communication is key to team success. They can convey company goals, tasks, and expectations in a way that’s easy to understand. But communication isn’t just about giving instructions—it’s a two-way street. The best managers practice active listening to understand the thoughts and concerns of their team members. This helps build trust and encourages openness, creating a workplace where employees feel heard and valued.

Effective managers also tailor their communication style to suit different team members. Whether they’re speaking with a new manager or a seasoned employee, they understand the value of good communication. They check in with their team regularly and provide constructive and supportive feedback.

Pro Tip: Tailor communication styles to individual team members. For example, a seasoned professional may prefer succinct updates, while a newer employee might benefit from more detailed guidance. Adapting to each team member ensures everyone feels supported and empowered. You can use assessment tools like DISC to help gauge your team’s communication styles.

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2. Emotional Intelligence and Self-Awareness

Emotional intelligence (EI) is a crucial quality in a great manager. Managers with high emotional intelligence understand their own emotions and can manage them effectively, even under stress. They are also skilled at reading the emotions of their team members, making them adept at conflict resolution and creating an inclusive work environment.

Self-awareness is another important aspect of EI. Great managers have a clear sense of their strengths and weaknesses and are unafraid to acknowledge them. This honesty and humility foster trust and respect within the team. For example, if a manager recognizes they need to improve their technical skills, they won’t hesitate to seek training or ask for support from team members.

Pro Tip: Develop EI by regularly reflecting on your interactions. Ask yourself, “Did I listen more than I spoke? Did I respond with empathy or defensiveness?”

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3. Strong Decision-Making and Problem-Solving Skills

Good decision-making is a core part of any manager’s role. Great managers make thoughtful decisions that align with company goals and benefit the team. They gather the necessary information, consult relevant team members, and weigh the pros and cons before deciding. Their choices are not impulsive but are well-considered, especially regarding crucial issues like employee development or project direction.

Problem-solving skills are equally important. The best managers can quickly identify issues and come up with effective solutions. They encourage input from the team and are open to suggestions, empowering employees to take ownership of problems and develop their problem-solving skills. This approach leads to higher job satisfaction and a greater sense of accomplishment among team members.

Pro Tip: Use the “5 Whys” technique to identify the root causes of problems. This will lead to better solutions and equip your team with critical thinking skills.

4. Ability to Build Trust and Foster Employee Engagement

A successful manager actively builds trust within the team. Trust is the cornerstone of a thriving workplace—without it, morale, psychological safety, and productivity suffer. Trustworthy and transparent managers create an environment where team members feel comfortable sharing ideas, voicing concerns, and taking risks.

Trust goes hand in hand with employee engagement. Gallup reports that 85% of employees are disengaged, and unengaged teams often experience higher turnover, particularly among high performers. Effective managers close this engagement gap by creating a culture of high development where employees feel valued and see tangible growth. They recognize and leverage their team members' strengths, encouraging them to contribute their best work as part of shared goals.

Engaged employees perform better—they’re also more likely to stay, innovate, and align with the organization’s purpose. The shift from simply managing tasks to developing people makes a manager truly impactful.

Pro Tip: Foster engagement by involving employees in key decisions that impact their work, showing them their input is valued and impactful.

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5. Support for Professional Development and Career Growth

Great managers focus not only on immediate performance but also on their team’s long-term growth. They prioritize development by holding regular one-on-one conversations to discuss aspirations, identify strengths, and align individual goals with company objectives. In an era where employees demand more than just a paycheck, offering growth opportunities is essential to retaining talent.

By fostering a learning culture and adopting a strength-based approach, great managers help employees reach their potential while contributing to the organization's success. By aligning personal aspirations with company goals, they help employees grow in ways that benefit both the individual and the organization.

In addition to guiding growth, effective managers celebrate milestones and acknowledge hard work. This recognition boosts employee engagement and job satisfaction, creating an environment where employees feel valued and motivated to reach their full potential. Supporting career development ultimately strengthens the team, reduces employee turnover, and builds a culture of continuous improvement.

Pro Tip: Ask employees what excites them most about their work and find ways to align their passions with team goals.

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6. Emphasis on Team Building and Inclusivity

Teamwork is at the heart of a successful workplace, and team building is a top priority for great managers. They create opportunities for team members to connect, collaborate, and build rapport. These team-building activities improve morale, strengthen relationships, and foster a sense of belonging.

Inclusivity is another critical aspect of effective leadership. The best managers value diversity and create a workplace where everyone feels welcome and respected. They actively work to prevent favoritism and ensure all team members have an equal opportunity to contribute and grow. A company culture that embraces inclusivity is essential for employee satisfaction and retention.

Pro Tip: Rotate leadership roles during team projects to empower everyone and prevent unconscious biases from shaping team dynamics.

7. Ability to Empower and Delegate Effectively

An effective manager knows that they don’t have to do everything themselves. They understand the importance of empowering their team by delegating tasks and trusting their team members to take ownership of their work. Delegation frees up the manager’s time and helps employees develop new skills and confidence.

However, a great manager knows the fine line between delegating and micromanaging. Micromanaging can lead to stress, frustration, and burnout among employees. The best managers provide clear guidance but then step back, allowing team members to complete tasks independently. This approach empowers employees, boosts their confidence, and helps them perform at their best.

Pro Tip: When delegating, clearly define expectations and outcomes, but give team members the freedom to determine their approach.

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8. Strong Conflict Resolution Skills

Conflict is inevitable in any workplace, but how a manager handles it can make a significant difference. Great managers are skilled in conflict resolution and can address issues calmly and fairly. They don’t shy away from difficult conversations and can effectively mediate disputes between team members.

A great manager understands that conflict isn’t the problem—unproductive conflict is. Productive conflict, conversely, can be a sign of an engaged team that’s passionate about their work. Healthy debates and disagreements often lead to better ideas, more robust solutions, and deeper commitment. Knowing how to help your team navigate productive conflict boosts collaboration and builds trust—a critical foundation for high-performing teams.

Instead of letting conflicts fester, successful managers encourage open communication and strive to understand each party’s perspective. They create a safe space where team members can challenge ideas without fear of judgment. This proactive approach prevents minor disagreements from escalating and helps maintain a healthy and positive work environment.

Pro Tip: During conflicts, focus on interests rather than positions. This shifts the conversation from blame to solutions. Always remind your team: “We’re on the same side, working toward the same goal.”

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9. Focus on Employee Well-Being and Work-Life Balance

A great manager understands that employees have lives outside of work. They respect work-life balance, recognizing that overwork decreases productivity, dissatisfaction, and even health issues. But well-being isn’t just about policies—it’s about the relationship between a manager and their team.

Think about it: who is the person employees talk about at the dinner table? The manager. They seek your praise, value your mentorship, and want you on their side. When employees feel supported, they’re more engaged, leading to better customer interactions, innovation, and profitability. Investing in their well-being means you’re not just strengthening your team—you’re driving organizational success.

Effective managers foster well-being by promoting breaks, respecting time off, and creating a supportive environment. This enhances job satisfaction, reduces turnover, and builds trust.

Pro Tip: Regularly check in with your team—not just about their work but about their feelings. Showing genuine care for their well-being creates stronger trust and encourages open dialogue about their challenges.

10. Commitment to Building a Positive Company Culture

The best managers champion company culture. They know a positive culture attracts and retains talent, promotes productivity, and enhances job satisfaction. Great managers inspire their team to work towards a common purpose by setting a good example and promoting core values.

Great leaders also work to create a culture of open communication and continuous improvement. They encourage employees to share ideas and give feedback, fostering an environment where everyone’s voice is heard. This inclusive approach creates a sense of belonging and inspires employees to contribute to the organization’s success.

Pro Tip: Regularly seek feedback on how employees perceive the culture and identify areas for improvement.

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11. Time Management and Organization Skills

Good time management is a vital skill for any manager. Effective managers plan their days carefully, setting priorities and managing their time to maximize productivity. They can juggle multiple responsibilities, from team check-ins and project updates to performance reviews and conflict resolution.

Organizational skills go hand in hand with time management. The best managers keep their team’s work organized and on track, ensuring that projects are completed on time and to the best of everyone’s ability. By modelling strong time management, they also encourage their team members to improve their own time management skills.

Pro Tip: Time management looks different for everyone. Instead of enforcing a single system, encourage your team to find what works best for them while creating shared norms around deadlines, priorities, and progress updates.

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12. Willingness to Learn and Adapt

The best managers know that they don’t have all the answers. They are open to learning and evolving with their team and the company. Professional development is as important for managers as it is for other employees, and great managers constantly seek to improve their management skills and adapt to new challenges.

Whether it’s learning about new technology, refining soft skills, or adapting to workplace changes, a willingness to learn is a hallmark of effective leadership. This adaptability helps managers stay relevant and better equipped to lead their teams successfully.

Pro Tip: Lead by example when it comes to adaptability. Share what you’ve learned and how you approached it—whether it’s seeking mentorship, attending a course, or overcoming a challenge. Encourage your team to share their growth stories in meetings or through internal channels to normalize and celebrate continuous learning. If you want to go a step further, implement learning days on your team, where your entire team gets one day a month to spend on learning and refining their skills.

13. Diagnosing Root Problems, Not Just Symptoms

A great manager doesn’t just patch up issues—they seek to understand and resolve the underlying causes. While an average manager might reactively address symptoms, an effective manager digs deeper to uncover the root of the problem.

For instance, an average manager might set stricter guidelines if a team member misses deadlines. A great manager, however, will explore whether the issue is due to workload, unclear expectations, or a need for additional support. By addressing these root causes, the manager helps ensure lasting improvement rather than a temporary fix.

This approach creates a culture of critical thinking and problem-solving within the team. It also leads to more effective, long-term solutions that improve team dynamics and reduce recurring issues, ultimately fostering a more resilient and proactive work environment.

Pro Tip: When identifying a recurring issue, involve the team in root-cause analysis sessions to foster ownership and accountability for long-term solutions.

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Final Thoughts: Becoming a Better Manager

Becoming a great manager doesn’t happen overnight. It requires combining technical skills, emotional intelligence, and a genuine commitment to supporting and empowering team members. For those who are new to management, focusing on these key qualities and skills can set the foundation for effective leadership. For experienced managers, reflecting on these traits can help identify areas for growth and improvement.

The journey to becoming a great manager is one of continuous learning, self-awareness, and adaptability. By focusing on building trust, fostering a positive work environment, and supporting employee development, any manager can move from being a “good manager” to a truly great one. Whether you’re a manager or looking to recognize these qualities in others, these signs offer a clear guide to creating a thriving, successful team.