In 2009, Google began a study of its managers' performance reviews, feedback surveys and nominations management awards. Like most social science research, Google's results confirm what people know intuitively. What was most surprising, especially given the technical nature of the work at Google, was that technical expertise was the least important characteristic for a good manager. Ombuds may want to use this list as part of their conflict coaching or organizational feedback.
Eight Good Behaviors
- Be a good coach.
- Empower your team and don’t micromanage.
- Express interest in team members’ success and personal well-being.
- Don’t be a sissy: Be productive and results-oriented.
- Be a good communicator and listen to your team.
- Help your employees with career development.
- Have a clear vision and strategy for the team.
- Have key technical skills so you can help advise the team.
Three Pitfalls of Managers
- Have trouble making a transition to the team.
- Lack a consistent approach to performance management and career development.
- Spend too little time managing and communicating.