5 Common Traits of Great Bosses

We all know that our satisfaction with the job depends on the quality of our relationship with our boss. Yet in today's fast-changing, 24/7 workplaces, managers don't know what to do to provide employees with a satisfying work experience.

5 Common Traits of Great Bosses

In the following article, we have listed 5 common behaviors that the most successful bosses in the world use to make the job meaningful and enjoyable. If you have employees you manage, remember to do the following:

1- Manage individuals, not teams.

When you are under pressure, you forget that employees are individuals with different interests, abilities, goals and learning styles. However, it is important to organize your relationships with them. Make sure you understand what drives them. Be available and available for one-on-one meetings. Offer lessons that fit the developmental needs of each individual. Go beyond rigid qualification models and career ladder when it comes to promotion, and offer the opportunity to grow in line with each individual's goals, abilities and capacities.

Always be available and always have time for your employees. When your employee requests something from you, roll up his sleeves and get the job done with your employee as soon as possible.

2- Be meaningful and add meaning

Most employees value the work that will enable them to contribute and make a difference, and now many organizations are starting to emphasize meaning and purpose to increase employee engagement. This is also the duty of a manager. You cannot rely solely on premiums, hikes and stock options. You have to inspire them with a vision, set challenging goals, and increase their self-esteem so that they believe they will really win. Express a clear goal to move our team, raise expectations, and give the group a message that they are capable of anything. “Explain your vision to your employees and ask them to be a part of it”. They will be honored to ask them this and will probably want to say "I'm in too!

3- Give feedback.

According to a survey conducted in recent years, only 2 percent of managers provide regular feedback to their employees. "Only 2 percent! Most bosses limit themselves to 'performance appraisal' and often tackle developmental feedback with issues such as compensation and promotion, which makes performance appraisal more ineffective. Some organizations are changing their approach to this issue, but if you still want to use traditional performance evaluation, you can support it with continuous, personalized feedback. Regularly coach your employees at one-to-one meetings at least once a week. Feedback should be open, honest and constructive, encouraging independence and initiative.

If you know what motivates people, you will know how to get maximum performance from everyone. For some employees, feedback can mean encouragement, for others it can mean disturbing their comfort. For this reason, it is useful to make adjustments according to the person while giving feedback.

4- Don't just talk… listen.

Employees are happy when they can contribute new ideas and take initiative, and most managers really claim that they want employees who do this. So why doesn't this happen more often? The general problem here is that the bosses defend their opinions too strongly. Employees think, "Why would I risk offering new ideas when my boss is so fixed-minded?" The best leaders are the leaders who listen the most. They point out problems and challenges, then assign the whole team the task of finding solutions. They reward innovation and initiative and encourage everyone in the group to do the same.

5- Be consistent.

Who can be happy with a boss who does something different every day? It is difficult to feel motivated in uncertainty and you never know what awaits you. So be consistent with your management style, vision, expectations, feedback, and openness to new ideas. If change is necessary, accept it openly and quickly. Don't be afraid to admit your mistakes and failures.

No approach a boss takes will ensure happy employees, but managers who implement these 5 core practices will find that they improve team productivity, work commitment, and overall well-being. The common denominator of these approaches is kindness. Treat your employees as individuals. Spend a little more time raising their self-esteem; Give continuous, consistent and quality feedback by voicing your vision and listen to your employees' opinions And make sure your messages are consistent. Does this take too much effort? Yes. But it's worth it.