What Makes a Good Boss?

A recent survey by SHL of New Zealand and Australian organisations found that being able to give feedback and recognition for individual achievement was the most desired attribute of a boss.

Employees in the SHL survey rated the following as the most important attributes of a boss:

1. Providing good feedback and recognition of individual achievement.
2. Honesty and trustworthiness.
3. Caring about employees and the workplace environment.
4. Taking responsibility for their actions.

The JRA workplace survey identifies 4 key areas that impact on employee engagement and performance in New Zealand organisations:

1. Vision and values.
2. Sense of community.
3. Learning and development.
4. Performance culture.

To successfully drive performance, managers must be able to effectively communicate the organisation's vision and values and align people to them. They must be able to recognise and reward good performance, create a sense of community and fun in the work environment and provide opportunities for learning and development. 

So what does it take to be a good boss?

Communicate the "big picture."

Ensure that people understand where the organisation is headed, its strategy for success and how individuals need to behave and what they need to achieve to help the company reach its strategic goals. Develop a sense of common purpose. Provide regular updates on the company's actual performance compared to targets.

Set challenging but realistic targets.

Set measurable targets for each team member that link to the company's strategic goals. People are much more committed to goals that they have been involved in setting. Don't just impose targets on people - get their input. Create a performance culture by holding people accountable for achieving targets. Recognise and reward good performance and deal quickly and effectively with poor performance.

Create an environment that people enjoy working in.

Take an interest in your team members as individuals and create a workplace where they can have fun as well as getting the job done.

Promote a sense of personal achievement.

Delegate effectively to help your people develop their skills and promote a sense of personal achievement. If someone can complete a task 80% as well as you it doesn't matter if they do it in exactly the same way. You don't need to control the "how" and "when" the task is completed as long as you communicate the deadline and outcomes required. Trusting people to take on new challenges and giving them autonomy builds confidence and capability.

Be a good role model.

Model the behaviours you expect from staff in line with the company values and always act with honesty and integrity.