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Strategies for Being a ‘Best Boss’

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in Leaders & Managers,People Management,Team Building

How many times have you heard someone say, “He was the best boss I ever had”? Team members are motivated working with a boss whom they like and admire. It’s a rewarding experience and contributes to job satisfaction. 

The opposite appears to hold true. Surveys indicate that one of the main reasons people leave a job is because they don’t like their boss. Other elements of the workplace environment may be just fine, but a bad relationship with the boss sours everything. 

Being a great boss doesn’t just happen. There’s a series of steps to take (and others to avoid) that can land you in the pantheon of “best bosses” with your team members. Here are some guidelines: 

Set goals that challenge your team

Assuming you’ve put together a staff of talented individuals, it’s up to you to move them to the next level of achievement. By setting goals that stretch what they are capable of, you demonstrate trust and confidence in their ability to grow. 

Meet often and provide feedback 

Be available for brief weekly meetings so team members can discuss progress toward their goals. Help them identify obstacles and brainstorm solutions. Team members appreciate when you share your time with them. 

Adjust to the ways people learn 

Everyone learns at a different pace. As a manager, you determine who needs hands-on supervision and who can be set free. You’re also uniquely positioned to build on a team member’s strengths and work with the person to overcome weaknesses. 

Don’t manage from a distance 

Email and texts are great for certain situations, but they are not tools for effective team management. Team members need the opportunity to ask questions and gain a better understanding of priorities. 

Don’t focus solely on “problem” people

Paying attention to the wrong team member can demoralize others. It also distracts you from focusing on individuals who have the greatest potential for growth and productivity. Find a new situation for the problem person, or take him or her off the team. Other team members (and the business) will benefit from this move.

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