Mastering These 25 Skills Will Make You a Better Manager

A manager’s ability to excel can make or break an endeavour, which is why possessing certain qualities is crucial. To achieve desirable outcomes on a frequent basis, competent managers must be capable of pinpointing and eliminating hindrances, simplifying processes and establishing effective feedback mechanisms. However, true managerial aptitude is more than just these skills – it is an art that necessitates fastidious attention to detail in order to optimise team performance.

No matter the experience level or stage of appointment, this piece offers up a selection of everyday practices that all managers can integrate into their daily routines to improve their efficacy.

  1. Challenging conversations should not be avoided.

    Competent leaders urge their teams to exercise their own judgement and be unafraid to try out novel ideas, even if their superiors may be hesitant at first. Engaging in debates may lead team members to reevaluate established beliefs and enable them to arrive at innovative and better solutions. This also fosters an atmosphere of open communication and enhances understanding of individual roles.

    By asking questions, leaders can inspire their employees to approach challenges with an open mind and to think creatively. When staff feel encouraged to take risks and experiment, successful outcomes are more likely to happen.

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  2. Visualise the impossible, then have faith in your team to make it a reality.

    Transformative concepts can greatly enhance an organisation’s efficiency, effectiveness and process management. It is widely acknowledged that influential managers possess the ability to conceive novel ideas. As such, it is imperative for all managers to consider how their decisions might impact the organisation as a whole.

    A manager’s real power lies in their capacity to effectively communicate ideas and assign duties to team members. They must build trust and provide guidance to ensure that their ideas translate into actual results.

  3. Managers must collaborate with their team.

    The Waterfall Paradigm’s development process is typically hailed for its linearity and sequential structure, but a manager’s main function is that of a coordinator, in charge of distributing key resources such as personnel, time and finance.

    Effective managers appreciate the importance of empowering their crew to think creatively and utilize their combined skills when distributing tasks. They comprehend that they are not just representatives of the organization, but also a force driving collaboration in which every team member plays a fundamental role in achieving successful outcomes. By embracing this approach, all members of the team will feel that their contributions are appreciated and taken seriously.

  4. Prioritise your team over pleasing other managers.

    Managers from different departments might request your leadership on various projects. To respond appropriately, it is advisable to consult with their direct reports beforehand. It would be even more beneficial if you could obtain feedback from your own team.

    Involving team members in decision-making and giving their opinions equal weight sends a powerful message about leadership. Collaborating with representatives from other departments and their managers may be necessary, but not at the expense of team cohesion. It is important to remember that the most effective managers empower their teams to act entrepreneurially and help shape the company’s direction as a result.

  5. Provide new recruits with an orientation manual.

    By developing an onboarding guide for new hires, you demonstrate appreciation for their contribution to the organisation. The guide should contain the team’s preferred methods of working and established procedures to quickly familiarise them with their role and improve efficiency.

    To streamline the process of team expansion, we propose presenting suitable applicants with this onboarding guide during job interviews. This will help the candidates feel more at ease, establish trust with one another and facilitate open and honest communication.

  6. Be open about setbacks, weaknesses and fatigue.

    As a manager, it is natural to want to encourage and motivate the team after a setback. In these meetings, it is acceptable to openly discuss any challenges encountered in the workplace, at home or with superiors, as well as feelings of burnout or exhaustion.

    It is beneficial for each manager to report on their successes and accomplishments during weekly meetings. These reports can enhance team morale, communication and awareness of areas for improvement.

  7. Don’t be hesitant.

    When managers are under pressure, maintaining communication with their staff is important. Sharing updates, stories and other forms of communication can help to build rapport and trust. Talking about lighter topics can also be an effective way to cultivate a strong relationship with employees.

    This is particularly crucial for dispersed teams, as employees may feel socially isolated and struggle to communicate in a remote working environment. Remote managers should regularly check in with their staff to ensure they feel supported. To promote a positive environment, managers should encourage employees to be open and communicative with one another.

  8. Monthly evaluations can be valuable.

    Managers can assess progress, identify weaknesses, and strategize improvements through monthly evaluations as roles and objectives evolve over time.

    I recommend scheduling one-on-one meetings with each team member every month. During these meetings, team members should report on three accomplishments from the preceding month and three areas for improvement in the upcoming month. Doing so should result in a noteworthy boost in team efficiency. It is essential to end these meetings on a positive note to maintain a constructive atmosphere. Moreover, I suggest inquiring about each team member’s plans for the next month.

  9. Allocate dedicated time for brainstorming beyond routine procedures.

    Progress reports are often conducted on a weekly basis. Therefore, it is crucial for successful managers to carve out time for creative thinking. Specialized meetings can be arranged to encourage original ideas, assess potential and develop new approaches to enhance processes.

    Competent leaders should take advantage of every opportunity to collaborate with their team members. This helps to bring attention to less pressing issues and begin new projects. Ultimately, it can aid in honing problem-solving and decision-making skills.

  10. Dedicate time to cultivating relationships and fostering cohesive teams.

    As companies expand, leaders are faced with the challenge of maintaining cohesive teams. An effective manager should identify opportunities to build relationships among employees. Work productivity is enhanced when staff are encouraged to focus on collective progress rather than individual advancement.

    Being an exceptional manager entails providing employees with context and insight through constructive feedback and critiques. By pooling resources and collaborating, they can tackle any obstacles. As a result, great managers emphasise the significance of each employee’s role in the team’s and organisation’s achievements.

  11. Avoid taking on too much at once.

    It is a common belief that multitasking increases efficiency, but research suggests otherwise. In fact, attempting to handle multiple tasks at the same time can result in a decline in work quality and an increase in the time required to complete the tasks.

    When assigning tasks, it is crucial to ensure that no individual is burdened with an excessive workload. Although regular one-on-one meetings may seem like a waste of time in a fast-growing business, the most effective managers take extra precautions before attending these sessions. They emphasise the need to be present and focused, and to avoid multitasking.

    Good managers are always available to address their team’s queries and concerns. They make themselves accessible, regardless of how inconvenient the timing may be, to provide support and answer questions. This builds a sense of trust among staff that their contributions and feedback are taken seriously by management.

  12. Performance evaluations are crucial.

    It is crucial for the success of your role that you complete tasks on time. However, as you progress in your management career and are faced with an increasing number of meetings, these good practices may be neglected.

    By consistently following up and ensuring that tasks are completed, managers can have a significant impact on team performance. Monitoring progress by checking in with team members and staying in touch throughout the process can greatly contribute to successful outcomes. Regardless of one’s position in the organisation, it is vital to recognise the value of feedback. Therefore, outstanding managers should ensure that their employees receive regular feedback on their work output, potential areas for development and more.

  13. Kindness towards team members is essential.

    Managers have a responsibility to maintain performance levels and achieve targets. However, it is crucial to remember that staff should be treated as individuals, and not just as a means to reaching objectives. To ensure the well-being of their team, managers should ensure that employees are not burdened with an excessive workload.

    Outstanding managers demonstrate care and consideration for their employees, taking their individual circumstances into account. Such an approach can reduce job-related stress and create a positive, supportive environment that fosters personal growth among staff. This can result in increased morale and improved job performance.

  14. Prioritise the needs of your employees.

    Some employees may feel comfortable discussing any work-related issues they are facing, while others may prefer to keep their problems to themselves. Therefore, managers should take the initiative to inquire about any personal or professional difficulties their staff may be encountering. Managers should offer support in the form of paid time off, financial aid, or any other helpful resources that may be available.

    To encourage employees to take time off when needed, managers should demonstrate a sincere interest in their well-being. This can lead to increased employee morale and demonstrate appreciation for the workforce. Good managers prioritise the needs of their employees, creating a secure and valued working environment.

  15. Minimise the impact of mistakes.

    Mistakes are bound to happen, given the limitations of human beings. Making mistakes as a team indicates a willingness to try something new.

    When mistakes occur, it is crucial to address the issue and devise a plan to prevent similar mistakes in the future. Remaining composed during this process, and providing positive feedback before offering constructive criticism, is essential. Demonstrating confidence in their abilities and offering support if they encounter further difficulties is a powerful way to motivate them.

  16. Monthly employee performance evaluations are critical.

    When implemented effectively, a performance evaluation system can have a significant impact. To achieve optimal results, it is recommended to maintain regular communication between employees and managers beyond annual evaluations. It is also beneficial to convert each suggestion into a trackable, achievable action as part of the plan. This enables monitoring of the progress of each worker and assists them in realising their full potential.

    As a manager, regularly assessing staff development and providing feedback and suggestions is essential to ensuring that objectives are achieved and staff morale remains high.

  17. Promote good practices and routines.

    When providing feedback to an employee who has requested it, it is critical to be transparent and thorough. Before responding, it is beneficial to consider their viewpoint and respond to their requirements. Additionally, it is important to be aware of their intentions to avoid any potential misunderstandings.

    As a manager, fostering values such as concentration, punctuality, and composure in your team is vital. By recognising and appreciating employees who demonstrate these values, you encourage others to adopt these practices.

  18. Take a moment to gather your thoughts before giving feedback.

    While managers may wish to provide feedback promptly, it’s important to consider that the employee may not be in the optimal frame of mind to receive it. Therefore, it’s advisable to ask the employee before starting how they prefer to receive feedback to ensure it’s provided appropriately.

    Assessing the employee’s openness to constructive criticism is essential for successful managers. This ensures that employees are better equipped to process and implement any feedback they receive.

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  19. Don’t miss the opportunity to express gratitude.

    A successful leader recognises the importance of motivating their team by acknowledging their achievements at every stage. Regularly sharing important milestones, successes, small victories, questions, encouragement, and appreciation with each team member can have a positive impact on morale. By demonstrating respect and recognition, team members are more likely to give their best effort.

    Motivating staff through meaningful praise or incentives can be extremely beneficial. Managers who participate in such activities are highly commendable, as they enable their staff to be productive while also having an enjoyable experience.

  20. Take celebrations to the next level.

    It’s essential to give credit where it’s due and notify your supervisor when a colleague has done an outstanding job. A simple way to express appreciation is to send an email of commendation with your supervisor copied in the ‘cc’ field. Small acts of kindness like this are highly valued. When a manager takes the time to recognise an employee’s efforts, it’s likely to have a lasting impact.

    An email or a brief mention of the team’s accomplishments can do wonders for morale and productivity.

  21. Celebrate outside of the workplace if possible.

    Providing colleagues with surprises such as gifts on celebratory occasions like holidays or birthdays is an excellent way to show that you care. These gestures serve as reminders that management values and acknowledges the significant moments in their employees’ lives, regardless of their job.

    It is crucial to ensure that all efforts to establish genuine relationships with staff are conducted in an ethical and respectful manner. This will help to establish meaningful connections.

  22. Enhance your team’s odds of success by supporting their professional growth.

    The most effective leaders understand their employees and assign them new responsibilities that align with their abilities and aid them in achieving their goals.

    This indicates that management is attentive to their employees’ developmental needs and is providing appropriate opportunities. Senior managers are not only encouraging their staff, but also actively assisting them in developing their career paths.

  23. Utilise mentors and consider skipping progress reports.

    As a manager, it’s critical to ensure that your team members can achieve their professional goals. One way to accomplish this is by engaging the assistance of experts to help distribute the workload. By pairing employees with mentors who can assist them in developing and advancing in their careers, you can promote a more efficient management style.

    As a senior manager, it’s crucial to have faith in your skip-level reports – those who report to you from a lower level or to your subordinates. Establishing a strong relationship with them can provide valuable insights, perspectives, and data that can be used to inform your decisions. Given the opportunity, skip-level reports can demonstrate exceptional proficiency and ability. The relationship between a skip-level manager and their report should be very close.

  24. Cultivate a flexible environment that supports development.

    The most successful managers prioritize the well-being and achievements of their team members. Rather than simply asking “How are things?”, they go deeper by inquiring about their employees’ goals and ambitions. They strive to create an atmosphere in which everyone feels comfortable and empowered to innovate.

    When a manager’s team’s personal and professional aspirations are aligned, their organisation can thrive. Therefore, it’s critical for managers to schedule time to discuss their employees’ progress.

  25. Elevate the level of expertise in your team.

    Successful leaders are continually striving to enhance their skills. To be a leader, it’s crucial to regularly assess the specialist knowledge and abilities that provide your team members with an edge in the workplace.

    An effective strategy for staff development is to offer time off to attend conferences, organize group coaching sessions, or set up individual growth seminars. Excellent managers consistently prioritize training their team over outsourcing.

To sum up

To become an effective manager, there is no universal solution. Nevertheless, by making subtle and consistent changes to your management style, you can establish an efficient and high-performing team. It’s crucial to remember that a manager is only as good as their team. Therefore, the first step to being a great manager is to build a strong team.

At Works, we are certain that our skilled software engineers will deliver outstanding value. Our process for assembling a software development team is rapid and hassle-free – it only takes four days. Furthermore, you can test our developers for two weeks without any obligation. If you’re not satisfied, there is no cost to you.


  1. How much can you improve your managerial skills? What are the characteristics of successful managers?

    To be a successful manager, it’s essential to be open to employees’ concerns, clearly communicate the team’s objectives, and delegate tasks in a way that promotes employee development. Moreover, it’s wise to have a clear goal in mind for the team and to offer constructive feedback when necessary.

  2. What are the three key abilities that any manager should possess?

    A manager’s success relies on a combination of technical expertise, theoretical understanding, and the ability to engage with others in a constructive manner. These three competencies are fundamental to achieving success and maximizing efficiency in the workplace.

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