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What Makes a Good Manager in an Employee-Centric Culture?



It is common for an employee to leave a company because they dislike their boss. In fact, some companies may struggle with high turnover due to poor management.

Your business may have high turnover or is looking to improve the employee experience. To address these issues, your first step should be improving your leadership.


In other words, to create an employee-centric environment, you should ask: what makes a good manager?


This question is simple at first glance. You likely have a general idea of what great managers do when imagining the ideal leader.


Even so, knowing what qualities make that manager great may be more difficult to define.

To build great leadership styles, you must understand the qualities of a good manager.


So, we have compiled some of the most important qualities of a good manager for you to consider below.

Top Employee-Centric Qualities of a Good Manager


Engages With Employees


A successful team is one that can work together. As a manager, leading a successful team requires a healthy team relationship.


Essentially, consistent employee engagement is what makes a good manager capable of leading a team to success. This can be easily achieved through transparent communication with employees.


Yet, a majority of business leaders—69%—shared that their role as a leader makes them uncomfortable with talking to employees. One of the main examples of this discomfort is seen when a leader needs to give employee feedback.


It is natural for anyone, both leaders and employees, to do what they can to avoid conflict at work. Regardless, this should not be an obstacle in the way of constructive feedback.


In fact, your employees actually want the feedback you may be nervous about providing. Without feedback, employees won't know how they can continue to improve their work.


Mentors Employees


An important part of what makes a good manager is recognizing your role. In other words, you need to understand that as a leader, you are also a role model for your employees.


The reason that mentorship at your company matters is due to the positive impact it provides.

For example, an employee may feel motivated due to the support a mentorship provides them.


Mentorships don’t always need to be part of an official program, either. You can try an open-door policy, for instance, to let your employees know you’re easily accessible.


Having an open-door policy encourages more communication between you and your employees. Additionally, it fosters a stronger bond between your team.

Sets a Positive Example


As we discussed before, a leader is a role model that employees look to as an example of the ideal employee.


In turn, your employees will likely reflect what you do as a leader, from your attitude to your work habits.


So, when asking what it takes to be a leader, understanding the impact of emotion in the office is crucial.


Known as mood contagion, the negative mood of a manager can spread quickly throughout the office.


Still, this does not mean you can’t show negative emotions in the workplace. Conversely, being aware of how your mood impacts employees can help you actively influence an office’s mood.

Let's say you are having a bad day. Instead of spreading negativity throughout the office, you can be conscious of how you present those emotions.


The same is true for a positive mood. By showing a positive attitude, your employees will likely feel that same positivity.


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