Today, 16th October is officially known as Boss’s Day. It’s a significant day considering we all have a boss or we are a boss, but what we want to know is makes a great one?
You can go to great lengths to hire the best team but without a great manager the team will ultimately fail. Google is acutely aware of this, so for the last 10 years they conducted extensive research on this topic under the code name . The goal? Figure out what makes the perfect manager, so companies like Google could train its leaders to be the best in the worlds. The research has paid off, as over the years Google has seen improvement in employee turnover, satisfaction, and performance. Want to know what make the perfect boss? It all comes down to these 10 behaviours…
1. A Good Coach
A great boss allows their employees to solve their own problems. Rather than doing everything themselves, they teach others to do the work so they can be responsible for their own tasks. Taking the time to teach staff and encouraging them to upskill makes for a more empowered staff. A great boss allows their employees grow and guides them as much as they can.
2. Empowers Team and Does Not Micromanage
Giving staff the freedom to do their job is key to being a great boss. Employees need to be trusted in order for them to succeed. Robert Gibbs, Chief Human Capital Officer of NASA is an advocate for this. During Robert Gibbs he explained how NASA’s raison d'être boils down to the flourishment of human kind, giving NASA the ultimate competitive advantage. Robert believes in “the power of presuming positive intent”. Belief goes a long way and sometimes to get the best out of people the best thing a boss can do is to just believe in them.
3. Creates an Inclusive Team Environment, Showing Concern for Success and Well-Being
Putting emphasis on building social capital in the workplace is a trait of a great boss. is an entrepreneur, CEO, writer and keynote speaker who understands that social capital takes time, focus and energy, but if the ingredients are right, can bind human capital to achieve success beyond measure. A great boss will know that loyalty, friendship and comradery in the workplace create a shared commitment to success, something we may struggle to replicate in the gig economy. In short, being trusting and trustworthy is the basis of creating a just work culture that inspires success.
4. Is Productive and Results-Oriented
The best type of boss will motivate and inspire their team purely by just working hard at their job. If a manager is lazy and their team doesn’t really see them doing much it really just encourages the staff to do the same. Having a boss who is not afraid to roll their sleeves up and get stuck in to any given task is the type of leader that inspires their staff.
5. Is A Good Communicator — Listens and Shares Information
A great boss shares information from their staff. Having a transparent boss means staff learn more and are encouraged to be transparent themselves. A great boss is a good communicator but an even better listener.
6. Supports Career Development and Discusses Performance
A great boss will always encourage their staff to develop, praise them when they do well and constructively criticise when it’s needed.
is a believer in the importance of a culture that gives us the opportunity to engage in creativity and how creativity should be encouraged in our businesses. Humans are born with endless capacities but they need to be adapted in order to become abilities. Sir Ken uses a clever anecdote about learning to play guitar to explain his theory. We are all born with the capacity to play guitar, but we don’t have the ability until we learn to play the instrument. We need to open up our employees to new opportunities to learn and adapt skills and unlock talents they didn’t even know they had.
Criticism is also very valuable to employees. A great boss will always praise their staff on doing a good job but will have the capacity to explain in a constructive way when work isn’t at it’s highest standard. This kind of behaviour encourages learning and development which is a key behaviour of a great boss.
7. Has A Clear Vision/Strategy For The Team
A great boss had a plan. They know where their team is, where they are headed and what is needed to reach their end goals. A great boss needs to be catalyst for the team/companies vision. When the team loses motivation or drive, the boss needs to be there to remind everyone of the strategy and keep things in motion.
8. Has Key Technical Skills to Help Advise the Team
Understanding every staff member’s job is crucial to being a great boss. A great boss will appreciate the work that goes into completing tasks and is on hand with useful advice when needed. If a boss has unrealistic expectations because he/she doesn’t understand their staffs role, employees will only ever feel like they are underdelivering and when they need advice they feel their boss doesn’t quite understand the problems at hand. A boss who has the technical skills will welcome their staff seeking guidance.
9. Collaborates Across Effectively
A great manager always sees the big picture. They work for the good of the company as a whole and encourage their teams to do the same. A great leader will promote camaraderie and integration and encourage everyone to come together and work on goals that benefit the company as a whole.
10. Is A Strong Decision Maker
A great boss is decisive and not impulsive. They are confident in their knowledge and make decisions that they stick to. Being a leader means being brave in your actions to lead and guide others. You need to be courageousness to lead beyond the odds, stick to your decisions to be a great boss.
Google have really hit the nail on the head with these behaviours. If you can promote these behaviours and train your leaders using these 10 points from Google, you’ll build teams that will trust and inspire one another to achieve success beyond measure.
Posted by Clare Reynolds on 16 October 2019
Working From Home Hub
Working From Home Hub
Visit our Working from Home Hub to check out content we have put together to support remote workers and Managers now working from home - blogs, video content, training modules, podcasts and other resources. The hub has lots of great info and supports for: Working form home, Managing staff remotely, Wellness at Home Talent Summit Series on working in this new normal Access to free online courses to upskill Netflix recommendations Check it out at https://www.workingfromhomehub.com
Talent Summit Podcast Series
Talent Summit Podcast Series
We’ve invited some of Talent Summit’s most popular keynote speakers and special guests back to base camp to share their insights, expertise and thought leadership, as the working world experiences decades of transformation each passing week. This six-part series explores how HR leaders can positively effect business continuity in the short term, grow market share in the medium term and enhance the working lives of our people in the long term. Hear from world class thought leaders from NASA, AON, Simon Sinek Inc, Shopify, Just Eat, Ding and world renowned TED speakers Margaret Heffernan and Patty McCord. You can watch the videos here or check out the podcasts below: Sigmar Recruitment · Talent Summit Back to Base Camp
Managing a Remote Workforce
Managing a Remote Workforce
In light of COVID-19, many companies have unexpectedly asked a large cohort of their employees to work from home. Without time to prepare for this, leaders, whose teams normally share an office and who now have been thrown into working from home, have been presented with a host of new challenges. How can one lead effectively when employees are greeting each other with instant messages than face to face interactions? When meetings are held via Microsoft Teams rather than in-person? Read on for our advice for managing a remote workforce. Clarity of goals, expectations, guidelines First and foremost, leaders need to prioritise the setting of clear boundaries and guidelines. At its most basic this involves setting clear expectations for work hours, availability, communication methods, meetings, key projects and deadlines, and responding to emails. For example, “We use video conferencing for our daily check-in meetings, but we use instant messenger/chat when something is urgent”. After this you need to convey what is success. Don’t worry so much about what is being done, concentrate on what is being accomplished. If we are meeting goals, great! If not, then we need to look further into what is being done. Everyone has a different idea of what doing something “quickly” or “well” means. Whether showing examples of what you expect to be done, an overview of how you schedule your day etc. make sure you set clear expectations from those you work with. And finally, use this time as an opportunity to re-clarify the basics in order to ensure everyone understands their role and how each person contributes to team objectives. Clarifying and re-clarifying goals will help people understand what is expected of them. Over communicate While communication is always essential for leaders, it becomes even more essential when your team is working remotely. A challenge experienced by many when transitioning from in-office work to remote work is the feeling of disconnection and isolation which hinders an employee’s engagement and productivity. Given the current environment and people’s anxiety surrounding COVID-19, this feeling of disconnect and loneliness is probably heightened. Therefore, it is important that you over-communicate with your employees. Your staff members are probably used to talking to you every day so make sure you regularly check-in. This could be a daily series of one-on-one video calls if your employees work more independently of each other or a team video call if their work is collaborative, or a mix of both. The important aspect is that these calls are a regular feature and that employees know that they have an opportunity to discuss any concerns or ask questions. Embrace video conferencing and have regular team meetings and continue to foster team morale by taking the time at the start of each meeting for general chat such as asking about people’s weekends, how they are feeling etc. Trust Being thrust into a remote working environment, as a manger it can be tempting to micromanage. However, doing so will only make your employees feel like you don’t trust them and impact their engagement and productivity. After you have set clear expectations, you must have faith in the employee that they will get the job done. Being trusted to get things done is a big motivator for people. Finally, as it’s been an abrupt shift to remote work for many, it is important for managers to acknowledge that this transition might be difficult for employees. Listen to your employees’ anxieties and concerns and offer them encouragement and support.
Keeping Company Culture Alive Across a Remote Workforce
Keeping Company Culture Alive Across a Remote Workforce
With the majority of our teams now working remotely, the challenges of creating and maintaining company culture are evident. Technology can’t replace what the workplace provides: community, camaraderie and shared purpose. Now, more than ever, maintaining culture matters. Here are some ideas on instilling company culture across remote employees: 1. Connect Back to Your Values & Purpose For many of our staff currently, working remotely has been unexpected and in the face of a global health crisis, many are at a loss for what to do. For some work may feel insignificant now, so as their manager this is your time to help employees find meaning and reconnect back to your company’s values and purpose. While you may not be a company at the frontline, you still have a positive impact on people’s lives. Remind your employees of how their contributions add up to something much bigger and that we are all in this together! 2. Communication is Key Communication within divisions, one to one, social gatherings, company updates, all need to be consistent. This maintains relationships and promotes inclusivity. Create an open and transparent communication policy. This allows people to be themselves and feel comfortable reaching out via online chat platforms. Set expectations on communication methods. Where do meetings take place? What tool is for social sharing? Finally, you need to put an emphasis on positivity in your written communication. With the absence of face to face interactions in virtual conversations, it is easy for tone to be interpreted negatively so you need to be extra careful to be positive. 3. Mimic the Water Cooler Effect As mentioned, many of our staff are currently missing the day-to-day work interactions they have with their colleagues. Therefore, assign a platform where team members can live chat, share files, post photos and collaborate throughout the day to mimic everyday office life. This can be where some of the best ideas and knowledge can be shared yet at the same time promotes inclusivity and the sense of “team”. 4. Trust In a remote team, there aren't any silly rules about being in your seat during certain hours of the day. This means at the end of the week you either have something to show for your week or not. This means you trust that your teammates are getting something done. But also, that your teammates trust you. To earn that trust you want to make sure you have something to show for your work each week. 5. Focus on Health & Wellbeing In the midst of a global pandemic, now is not the time to forget about your wellness programme when stress and anxiety is elevated. Make sure to check in with remote employees that they are taking breaks, finishing on time, and are maintaining a healthy work-life balance. Make online workouts available to your employees allowing them to take part in physical activity. Perhaps set a company challenge such as a step challenge to get employees engaged in physical activity and as a plus networking with colleagues. For those struggling with sleep or anxiety, provide access to meditation or breathing courses. And to look after financial wellbeing consider organising webinars on topics such as managing a household budget, how your pension works, setting financial goals etc. 6. Rituals and Traditions Creating traditions with your team members, regardless of how often they happen, helps keep teams cohesive and encourages open communication and trust. Before you were thrown into the digital remote working world, undoubtedly you had traditions in place for how promotions, achievements and even birthdays were recognised. To keep spirits up, it’s crucial you keep celebrating these milestones. 7. Ask for Feedback Finally, the introduction to remote working has been unprecedented for many of us. Therefore, ask employees for honest feedback and suggestions. Use a pulse survey to get real data on this. "You don’t need everyone physically together to create a strong culture. The best cultures derive from actions people actually take.” Jason Fried and David Heinemeier Hansson, Authors of Remote