How NOT To Be A Manager
   A manager plans, coordinates, directs and controls workers. But a leader creates a vision and establishes a culture. Here are a few examples of what not to do:

• Focus on the negative
     Some managers have the habit of pointing out everything their employee does wrong. Negative comments from the boss can zap an employee’s confidence. And a lack of confidence can affect quality of work.
• Not be supportive of employees
     This manager is not willing to go the extra mile for employees, such as advocating for resources or standing up for them on important issues. The results are a poor relationship between the manager and employee.
• Take all the credit
     This is a manager who is eager to point fingers when things go wrong, but takes all the credit for successes — even if they didn’t do the work. This manager also doesn’t recognize employees for their accomplishments and can even be angered by employees who work hard on a project. This kind of treatment diminishes employee motivation.
• Micromanage
     The micromanager keeps tabs on everything her employee does. This manager has to know what is happening at every stage of the project. Most people don’t respond well to micromanagers who give the employee no freedom. The employee may feel that his manager does not trust him to get the job done which can cause feelings of resentment.
• Give no direction
     While freedom on the job is a desirable aspect for many employees, no direction at all from a manager can be frustrating. Without direction, the employee may be at a loss on what to do and how to do it. A lack of direction can also result in projects that are incorrect and off track.

Key Traits Of Effective Managers
   On the opposite end of the spectrum are the really great managers — the people who make others feel important, appreciated and successful in their career. Here are some examples of how effective managers encourage and motivate employees:

• Give positive feedback often
     Managers who focus on positive feedback and constructive criticism are much more effective than managers who focus on negative issues. Employees feel appreciated if their manager makes a point to acknowledge accomplishments and improvements in their work.
• Show employees they matter
     Employees want to know that the work they are doing matters to the company. Good managers help their employee understand how their work is linked to the overall success of the company. This helps the employee feel connected and promotes company loyalty.
• Promote work-life balance
     Respecting employees’ personal lives pays off for managers. Employees who have a balanced life are more positive attitude towards work and can be more appreciative to their employer for respecting their time.
• Provide ongoing opportunities for learning and growth
     Providing learning and growth opportunities to employees allows them to excel in their career. Managers who support employee development help their employees stay motivated and interested in their jobs.
• Give employees some control over how they do their work
     Allowing employees to take control of their work provides more job satisfaction. Employees with a bit of independence are more willing to take on new projects, try out new ideas and share suggestions about ways to improve processes at the company.

Strengthening manager skills
   Do you have managers in your organization who could fine tune their skills? With professional coaching, these individuals could become effective managers.

Effective Managers Tend To:

• Find out what motivates the people who work for them.
• Hire and keep people who have the right skills and abilities for the job.
• Get people working on what’s important.
• Explain and train.
• Let people get the work done.
• Be generous with praise and recognition.
• Expect excellence.
• Care about people and show it.
• Treat employees with respect.
• Lead by example.

(Editor’s Note: Originally published in Ceridian Focus.).