“People leave bosses, not companies.” Most of us have heard this quote and a Gallup study affirmed that over 50% of employees left their job due to their direct boss. Some of you may have experienced this reality as an employee. And some may have been the boss who substantiated the verdict. What action can bosses take to end this costly drain in the workplace?
Google addressed this problem in 2008 by researching what makes a good manager. Behaviors common to top performing managers were identified. All of their managers were then trained in these skills with ongoing research and skill sets added over the years.
Google was ranked #1 best place to work from 2011-2016 by Fortune magazine. Perhaps they found the magic sauce for what makes a great boss.
After finding that working mothers were leaving at higher rates, Google boosted its parental-leave policies. The result was a 50% reduction in attrition for working moms. A policy has to be implemented and overseen by Direct Managers for it be a success. What behaviors and skills make it possible to go from policy to a better working environment? What behaviors make a better boss?
According to Google a Good Manager:
- Is a good coach
A good coach avoids the trap of solving every problem for their team as soon as it arises. They use these problems as teaching and empowering moments letting their team gain valuable experience.
- Empowers team and does not micromanage
Everybody hates a micromanager. In contrast, a good team lead gives people enough freedom to explore new ideas, to experiment, and to develop and adapt their own working style. Also, great managers make sure their people have the tools and flexibility they need to do their jobs.
- Creates an inclusive team environment, showing concern for success and well-being
Great managers make it a priority to build trust in their teams.
As Google puts it:
In a team with high psychological safety, teammates feel safe to take risks around their team members. They feel confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea.
- Is productive and results-oriented
The best managers make those around them better by inspiring and motivating people to realize their potential.
- Is a good communicator–listens and shares information
Great managers are great listeners. Listening enables understanding. They share authentically, realizing transparency is beneficial for the team as a whole. Great managers give sincere and specific praise, early and often. They also give necessary critical feedback both clearly and constructively.
- Supports career development and discusses performance
Great managers are invested in their people. They provide career path options, realizing not everyone wants to follow the same road.
- Has a clear vision/strategy for the team
Great managers know where they’re going and include the whole team in this vision. They carefully communicate “scope.” They maintain realistic expectations as to what specific actions are needed to execute a strategy and give each team member clarity as to their role in delivering this.
- Has key technical skills to help advise the team
Great bosses understand a job well and are skilled at the work they oversee.
- Collaborates across [the company]
Great managers have the ability to see the big picture and work for the good of a company as a whole instead of creating an “us versus them” mentality.
- Is a strong decision maker
Great managers take the lead. They make the tough decisions and assure that everyone understands the reasons behind those decisions. They commit to following through.
Coaching Moment:
Which of these behaviors do you need to develop?
What are a few simple steps you can take to grow your leadership?