10 Daily Habits of Highly Eff ective Managers
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10 Daily Habits of Highly Effective Managers
Great managers are rarely born.
They’re forged through years of small steps and daily practice.
We work with managers all day long, and we’ve noticed that they also
tend to practice 10 specific habits.
Why these habits?
Well, they have a few things in common:
They’re critical and often difficult to master.
They’re critical and often difficult to master. We see new and first-level managers struggle with them every day.
d
Why these habits?
Well, they have a few things in common:
They’re critical and often difficult to master. We see new and first-level managers struggle with them every day. Together, they encompass every aspect of a manager’s job.
d
Why these habits?
Well, they have a few things in common:
Hold regular 1-on-1s
1
Build the habit For each direct report, effective
managers schedule at least 30 minutes at the same time each week, or better yet,
an hour. They never cancel.
1
What HR can do Encourage new managers to schedule their 1-on-1s for the next six months.
Share sample questions and guidelines with both managers and direct reports.
1
Proactively manage up
2
Build the habit Effective managers don’t assume a good relationship with their boss will happen
naturally. They invest intention, dedication and time to managing up.
2
What HR can do Encourage managers to learn their bosses’
goals, priorities, values, responsibilities and communication styles. Remind them
that regular 1-on-1s go both ways!
2
Give feedback
3
Build the habit Most managers don’t give nearly enough.
Effective managers give direct reports feedback in every 1-on-1 at a minimum.
Most (but not all) of it should be positive.
3
What HR can do Don’t just tell managers feedback is
important. Teach them how to deliver it well (avoid “sandwiching!”), and remind
them that their teams likely crave it.
3
Delegate well
4
Build the habit Effective managers set clear, specific
expectations and deadlines for every task they delegate. Then, they monitor but
don’t micromanage.
4
What HR can do New managers are often reluctant to give
up control. Help them understand that delegation is not a luxury; it’s key to being
an effective manager.
4
Talk about development
5
Build the habit Effective managers have regular career conversations with direct reports. They
listen actively, ask open-ended questions and coach rather than advise.
5
What HR can do Educate managers on career paths at
your company. Encourage them to work with each direct report to build a personal
career development plan.
5
Seek feedback
6
Build the habit Effective managers seek direct, honest
feedback from direct reports, peers, and their managers. Lots of it. No, even more
than that.
6
What HR can do New managers may believe they can
simply wait around for others to provide feedback. Encourage them to ask for it
proactively, or it may never come.
6
Embrace change
7
Build the habit When change occurs (and it will),
effective managers communicate it clearly, directly and often. They avoid
blame and don’t sugarcoat hard truths.
7
What HR can do Effective communication is critical. Help managers understand what they can and
can’t share with their teams, and encourage them to overcommunicate.
7 7
Initiate tough conversations
8
Build the habit Effective managers don’t shy away from tough conversations; they initiate them!
This applies to everyone they work with – their bosses, peers, and direct reports.
8
What HR can do Practice and role plays can help new
managers feel more comfortable initiating tough talks. For serious issues, educate managers on their legal obligations first.
8
Cast a wide hiring net
9
Build the habit Effective managers know that new hires
are only as strong as their candidate pool. They seek diverse channels when sourcing
prospective candidates.
9
What HR can do Encourage managers to actively
participate in the hiring process rather than wait for HR to provide candidates.
Train them on proper interview etiquette.
9
Say yes to peer networking
10
Build the habit Effective managers form strong peer
relationships within the company. This helps them gain knowledge and resources
their teams need to do good work.
10
What HR can do Facilitate peer learning with monthly
manager meet-ups. Invite managers to share both challenges and successes to
help good ideas catch on broadly.
10
Before you go, here are a few things to keep in mind...
Being a good manager is really hard. It won’t happen overnight.
Before you go, here are a few things to keep in mind...
Being a good manager is really hard. It won’t happen overnight. Effective management is a daily practice of small steps and good habits.
d
Before you go, here are a few things to keep in mind...
Being a good manager is really hard. It won’t happen overnight. Effective management is a daily practice of small steps and good habits. Managers need ongoing support and guidance in order to succeed.
d
Jhana is the online companion for first-level managers. We provide bite-sized articles, videos and
practical tools to help managers thrive in today’s fast-paced workplace.
We believe everyone deserves a great manager.
You too?
We should talk. Visit us at jhana.com to learn more.
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