1. Honesty. 90% say they want honesty and integrity from their manager. Lies and secrets are the biggest killers to credibility. 2. Fairness. 89% desire a manager who is fair and holds all workers to the same standards. 3. Trust. More than 86% want to trust-and be trusted by-their manager. 4. Respect. 84% want to respect-and be respected by-their manager. 5. Dependability. To be able to depend on their manager in times of need, 81% of respondents say. 6. Collaboration. 77% desire to contribute ideas and solutions as a member of their managers’ team. Employees will be quieted and sent packing if you kick them out. 7. Genuineness. 76% want their manager to be a genuine person. Employees don’t want a phony boss because they sometimes spend more time with them than with their families. 8. Appreciation. 74% desire appreciation from their manager for who they are and what they do. When was the last time you told staff members, “Thank you!” or “Great job!” 9 Responsiveness. 74% want their manager to listen, understand and respond. Be a sponge, not a brick wall.
1. Friendship. Only 3% want their manager to be a friend. Similar to parenting, setting an example and serving as a leader rather than a friend are more crucial. 2. Conversation. Only 14% want to have interesting conversations with their manager. 3. TLC. 24% say they want their manager to “care for them. Most employees don’t look to their boss as a best friend, but that doesn’t mean you have to be cold and detached. 4. Emotional support. 25% want emotional support from their manager. Instead of a boss, employees typically look for that among coworkers. 5. Cheerfulness. Only 28% want a cheerful or happy manager. Theyd rather respect you than like you.
In conclusion, while these characteristics are crucial to comprehend, not every employee will exhibit them. Because of this, it’s best for managers to recognize the needs of each individual employee and work to meet those needs. In the end, happier workers perform better work, are more dependable, stick around longer, and make a manager’s job much easier.
Conduct a “stay” interview. Don’t wait until workers have left before asking them how things are going. Regularly conduct “stay” interviews to gather feedback, recognize high performers, and motivate them to work even harder. Use these interviews to determine how well you are serving the needs of your employees. Ask for their advice on how you and the business can make improvements.
Create a circle of trust. When workers have faith in their managers, they are happier and more productive. They evaluate which leaders to follow based on how they treat their coworkers, business partners, and clients. Consider whether you treat coworkers with respect and keep in mind that trust is a two-way street. Your staff members must feel that you have faith in them.
5 crucial tips on leadership for first time managers
What should I expect from my manager?
It can be difficult to know what to anticipate from a new manager, especially if you’re starting your first job or transitioning to a new company culture. Employees look to their managers to foster a culture where they can succeed, and all managers should be capable of meeting some fundamental expectations to ensure that success. Here are some typical guidelines for how your manager should treat you at work, though some teams may be able to demand more of their managers than others:
Communication
Goals and project plans must be communicated to teams by managers in a clear and concise manner. Employees should anticipate their managers to give them clear instructions so they can understand assignments and perform their team member duties. For instance, you should be able to reasonably anticipate a prompt response from your manager if you email them with a question.
Respect
Interpersonal courtesy and respect are fundamental workplace requirements. You should be able to anticipate that your manager will listen to your ideas and issues with professionalism and consideration. When a manager falls short of the standards of decency and respect, serious problems like favoritism and bullying at work may arise.
Support
One of a manager’s primary responsibilities is to intervene and offer assistance when an employee needs it. Good managers are able to spot indications of employee distress and come up with solutions to assist them in achieving their objectives. Even though you shouldn’t expect your manager to complete your work for you, you should be able to count on them to direct you to helpful resources and create an improvement plan if you’re having trouble.
Feedback
A positive manager-employee relationship must include mentoring and feedback. If a manager doesn’t give you feedback and suggest ways to improve your success, you won’t be able to comprehend your own performance levels. Constructive criticism guarantees that both managers and employees are aware of how the business measures employee success. When you ask for their feedback on your work, you should be able to anticipate both ongoing informal feedback in addition to regular structured feedback in the form of performance reviews.
Understanding
Good managers approach conflicts with their employees from a place of understanding because they are aware that people aren’t perfect all the time. You should be able to anticipate at least a basic level of understanding from your manager if you are actually experiencing a problem at work. This doesn’t imply that you can expect your manager to overlook persistently bad behavior, but it does imply that a good manager won’t fire a good worker without cause if they make a sincere error.
Motivation
As a team member, you depend on your manager to inspire, direct, and lead your group. Employees anticipate that their managers will find ways to make each employee feel invested in their work while bringing the team together around a common goal. You can count on your manager to make choices on the team’s behalf and to keep a positive outlook when tackling difficulties in the workplace.
Honesty
Employees anticipate that their managers will be trustworthy, honest, and open about business operations. Good managers are straightforward with their employees about business challenges and expectations in order to create a positive work environment. When staff members ask questions, they respond honestly and proactively share pertinent information with their team.
Accountability
You should anticipate the same level of accountability from your manager as they do from you. Good leaders accept responsibility for both their own actions and the collective performance of their teams. They actively look for ways to improve by considering how their leadership style affected the team’s success or failure.
Recognition
Managers should celebrate employee successes and recognize excellent behavior. Managers can show appreciation through celebrations, awards, bonuses, or straightforward verbal compliments, depending on the organization. Simple acknowledgement demonstrates that your manager values your work and values your contributions to the team.
What are the qualities of a good manager?
There are many ways to be a good manager, and everyone has a different management style. While managers may use their particular skills and traits to lead their teams, there are a few traits that all managers should exhibit to support their staff members most effectively. These include:
How to talk to your manager about expectations
Speaking with your manager face-to-face is crucial to creating a work environment where you can succeed, regardless of whether you’re starting a new job or want to check in with your current manager to establish new expectations. Follow these guidelines to make sure you and your manager have a fruitful discussion about your working relationship:
1. Consider your strengths and weaknesses
It’s crucial for you to be aware of how you work best before discussing expectations with your manager. Knowing your own work habits, strengths, and weaknesses allows you to more clearly communicate the conditions necessary for success. Your manager might be uncertain of how to assist you when you join a new team. Setting expectations for how they should handle your work will be easier if you have a mental list of your strengths and weaknesses that you can discuss.
2. Brainstorm solutions
If you haven’t already considered potential solutions to a problem, don’t discuss it with your manager. Instead of assuming that your manager will accommodate you if you’re worried about accountability, suggest to your manager that you meet weekly to discuss your progress. You can convince your manager that meeting your expectations will benefit you by framing them as solutions to potential issues.
3. Schedule a meeting
Make contact with your manager and arrange a time to speak with them about your shared expectations for the workplace. This is a serious conversation that requires both of your undivided attention because your initial expectations can set the tone for the entire working relationship. This demonstrates to your manager that you are committed to your professional success and that you want to be a proactive member of their team.
4. Discuss their goals and expectations for you
Ask about their expectations for you as an employee before discussing your expectations for your manager. When talking about how you can support one another, having a mutual discussion about expectations can help reduce pressure and demonstrate your willingness to reciprocate.
You can set reasonable expectations for them by considering how your manager perceives you. You might need to adjust your expectations for independence if a manager wants you to consult with them before making decisions about a project until you can build more trust.
5. Explain your ideal support system
In order to be as productive as possible, be sure to let your manager know what resources and interactions you expect from them. Talk about the way you prefer to receive criticism, establish goals, and reach decisions as a team. Setting reasonable expectations begins with being clear about the assistance you require as an employee. Determine the essential assistance you require from your manager in order to express your professional boundaries clearly.
6. Be open to compromise
Recognize that not all of your expectations may be able to be met by your manager. Keep in mind that they may need to behave a certain way in order to achieve team goals and that they have other team members to support. In order to come up with a compromise that benefits both of you, pay attention to their own input and professional boundaries. If you’re worried that your manager won’t be able to meet a non-negotiable requirement, ask them for assistance in locating the necessary backing from other business executives.
7. Plan a system for accountability
Talk about how you and your manager intend to uphold the specified expectations. This creates a channel of communication between you and your manager so that you can offer one another support or address issues as they come up. Your accountability plan is a helpful tool that can assist you in advocating for your needs as an employee if a manager isn’t living up to your expectations.
Tips for improving your working relationship with your manager
Here are some suggestions you can use at work to establish shared goals with your manager and enhance your working connection:
Get to know them professionally
Understanding the professional values and objectives of your managers can help you more effectively meet their expectations and comprehend what you can anticipate from them in return. As you learn more about your manager’s professional background and workplace values, you can take proactive steps to uphold them. You can use the following examples of conversation starters to get to know your manager:
Assess their management style
Learn about your manager’s management style and work habits by watching how they interact with others. Pay close attention to their methods for providing feedback, how frequently they check in with their team, and how they inspire others. You can better understand what they anticipate from you by observing what they anticipate from the other team members.
Align your goals
Understanding your manager’s objectives will help you find ways to collaborate with them to achieve shared goals and values. Try your best to submit assignments early if you know that your manager must meet certain deadlines for their boss to demonstrate that you value time management and planning.
Ask for their preferences
To understand your manager’s preferred working environment, ask them what they would change if they were in your position. Think about incorporating their approaches and viewpoint into your own work practices. To ensure that you can have fruitful conversations if a problem arises, ask them how you can best provide feedback on their management strategies.
Implement their feedback
Take the time to consciously include the feedback that your manager provides in your work. This is crucial, especially if you actively ask your manager for feedback. Implementing their suggestions right away demonstrates your respect for their viewpoint and your interest in finding common ground with them so that the entire team can succeed.
FAQ
What would you expect from your manager?
Employees expect your guidance and mentoring. You must be an effective team leader who can give his team members direction. Help them complete their tasks and reach their goals as quickly as you can. Give them honest feedbacks.
What are the 3 things you expect from your employer?
Three essential employer traits—reputation, career advancement, and work-life balance—are ones that job seekers should consider when evaluating potential employers. These are frequently listed as the most crucial factors for candidates in employment surveys.
