How to Instantly Recognize a Manager Who Will Take Your Team to the Next Level

Management decisions regarding promotion are especially important to the health of any company.

Management Today says that many managers base their decisions on people who ask for a promotion. Workers want to be promoted because of higher salaries and the chance to influence their piece of the organization more readily.

But that’s not the best reason to promote. Plenty of employees have issues with the management at their jobs, which makes it all the more important that you promote within carefully.

A survey of 3,000 workers found that 82 percent said they might quit their jobs partly because of a shoddy manager. The lack of large-scale strategy dooms many people who feel they would be otherwise qualified for a promotion.

Here’s how you can find the people in your organization who might make good managers.

Take note of those who listen to their colleagues

Staff much of the time at hotels and otherwise feel as if management either does not listen to their concerns, or they do understand their concerns because of a stark difference in job duties.

People Management went as far as claiming that good listening skills are the most important for any manager, regardless of the nature of his business.

That’s partly because employees are used to managers who focus on their work or micromanaging the work of others to the detriment of workplace morale, researchers said.

Listening is a skill, and those who can practice active listening may find that their teams have higher morale because people feel heard.

No one can make a workplace or the options therein perfect, but they can at least hear the folks out who are having some trouble. After all, many times, all people are looking for is an ear to bend.

A story from the Harvard Business Review claims good managers are also aware of their employees’ eccentrics and backgrounds, and there is no way to get or retain that information without being forthright in active listening.

People won’t open up to you about their family life, insecurities, or history if they don’t feel like you are listening, and you can use that information to better connect with them in the workplace.

Consider temperament since something always goes wrong at your place of business

Middle management is no joke. Guests are fickle and prone to complain, which is common at hotels across the United States and abroad.

(New Gen Advisory claims a complaint rate between 3 and 7 percent comprises the industry average.) Much of the time, managers feel pulled in multiple directions because of competing interests.

The folks above them want one thing, but the front-line and entry-level workers want another. Undoubtedly, it can feel like an unending game of cat and mouse.

The best managers know how to compartmentalize their feelings well enough that their displeasure or uneasiness doesn’t seem to be in the operations and feelings of the other staff. In other words, a manager should be able to carry on with their duties even if they disagree with a decision from management or if a customer has berated them for whatever reason.

Many employees will blab about how they feel to other employees, but that isn’t necessarily a good leadership quality for many reasons if any of the folks who want to become managers understand that now, before going into management, that trait can go a long way toward making a good manager.

Taking yourself too seriously can help with staff morale, too.