10 characteristics of effective managers for better employee relations

Key traits of effective managers for better employee relations

So, let’s explore the traits that define a great manager. What does effective management look like? Is it better to be an ethical leader or to rule with an iron fist? Here are ten key characteristics:

1. Optimism: Create a positive workplace culture

An optimistic management style is crucial for cultivating a positive workplace. Negative management often reflects a lack of confidence, leading to a fear-based atmosphere.

Instead, effective managers should develop optimism by encouraging and motivating their team through positive reinforcement and supportive communication. This approach not only boosts employee morale but also enhances productivity and job satisfaction – essential for large UK enterprises aiming for long-term success.

2.The ability to ‘read’ people: Understanding and motivating your team

Great line managers excel in understanding people, whether they are employees, business partners, or external contacts.

• This skill is crucial for gauging what motivates individuals and communicating effectively.
• Strong emotional intelligence enables managers to support workplace mental health and create a positive environment that enhances productivity.
• Tailoring approaches to each employee’s personality and role, such as using coaching for stagnant employees, helps them thrive.

Features like advanced data insights, self-service portals, feedback tools, and training resources make it easier to manage and support employees. Discover how HR tech, such as empower®, can enhance manager capabilities and improve team support here.

3. Clear communication: Enhancing efficiency and team engagement

Open relationships are productive relationships. Clarity and listening are crucial for effective management. Clear communication not only ensures that all employees feel valued but also drives efficiency.

Great managers integrate clarity into every process, from employee onboarding to daily operations, enhancing overall effectiveness. This is important to ensure positive employee engagement through clear communication and effective management practices.

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4. Empathy: Building a supportive and productive work culture

Ethical management requires a deep empathy for your workforce. By truly understanding your employees, you can unlock their full potential and create a more productive work environment.

• Empathy is consistently highlighted as one of the most valued traits in the workplace.
• However, even in the most supportive cultures, the pressures of targets and stress can sometimes diminish our capacity for empathy.
• It is crucial to periodically reassess what your employees need and want. If there’s any uncertainty about their perspectives, take the initiative to engage with them directly.

Scheduling a meeting to solicit their feedback not only shows that you value their input but also helps address any issues before they escalate. This approach ensures that empathy remains at the core of your management strategy, leading to a more harmonious and effective workplace culture.

5. Self-management skills: Leading by example

Great people management begins with self-management. It’s crucial for managers to maintain control over their body language, ensuring that employees are not negatively impacted by unspoken thoughts or emotions.

• Self-awareness and a professional demeanor are vital for building a positive work environment.
• Think about how managers can avoid excessive micromanagement by planning ahead and allowing employees the autonomy to grow.
• This approach not only empowers team members but also alleviates some of the burdens of leadership, making delegation more effective and improving overall team dynamics.

6. Listening skills: Improving processes and handling challenges

Listening is essential for line managers to ensure their teams succeed. It not only boosts processes and efficiency but is also vital for addressing tough situations like disciplinary issues, performance concerns, and grievances effectively.

By using HR technology like empower®, managers gain the benefit of clear, actionable guidance that simplifies handling these challenging scenarios. This technology helps managers gather accurate information, appreciate different perspectives, and ask insightful questions.

As a result, they can manage difficult conversations more smoothly and create a positive work environment.

• For instance, at Sainsbury’s, 63% of line managers now resolve employee relations cases on their own, without needing HR support for all workplace challenges.
• At Wickes, 80% of such tasks are also handled directly by managers.

These results highlight how following structured guidance lead to more effective management, better conversations, and smoother resolution of complex employee relations issues.

7. Diplomacy: Managing difficult conversations with ease

Diplomacy is essential in management, especially when dealing with less enjoyable tasks like performance issues and difficult conversations. Your team expects your managers to handle these challenging situations effectively.

• Ignoring poor performance can demotivate high-performing employees.
• To manage tough discussions diplomatically, find a private meeting room and ensure you’re in the right frame of mind. If the conversation becomes difficult, don’t hesitate to take a short break to regroup.
• Be clear and direct with your messaging: if certain behaviour is unacceptable, make sure to communicate it clearly.

If you want to upskill your leadership team, see how Empowering People Group can help. Our coaching services are designed to help managers reach new levels of excellence and empower leaders at every level of your organisation.

8. Self-awareness: Identifying and developing managerial strengths

According to Gartner® research, “76% of HR leaders say their managers are overwhelmed by the growth of their job growing responsibilities., a And 73% say their leaders and managers aren’t equipped believe they are not prepared to lead change.”

• This highlights the risk of the old adage that people don’t leave companies; they leave managers.
• No one starts as a perfect manager; it’s important to recognise your strengths and areas for improvement.
• Think of self-awareness as a personal appraisal: identify where you need to grow and plan how to develop those skills.
• A poor management style neglects personal growth. Investing in manager training can help you build effective managerial skills and become a better leader.

To succeed in this demanding workplace landscape, transforming people managers into effective leaders through leadership development is essential. This is particularly important for those who have transitioned into management roles without formal preparation. Read this blog to learn more.

Gartner Insights, Where HR Will Focus in 2024, Jordan Turner, October 17, 2023.
GARTNER is a registered trademark and service mark of Gartner, Inc. and/or its affiliates in the U.S. and internationally and is used herein with permission. All rights reserved.

9. Reliability: Ensuring consistent and effective leadership

In large UK enterprises, reliable management is crucial, but there are common pitfalls that can undermine effectiveness, such as presenteeism – where employees work even when they’re unwell. This not only affects their health but can also impact overall team performance.

• To be an effective people manager, it’s essential to manage expectations realistically and recognise when a project may not be feasible.
• Prioritising your well-being and that of your team can enhance productivity and job satisfaction.

For in-depth strategies on overcoming barriers to manager empowerment, download our whitepaper, ‘Overcoming the barriers to manager empowerment.’ Discover practical solutions to build a healthier, more effective management approach.

10. Knowledge: Leveraging expertise and HR technology

Great managers are more effective when they’re knowledgeable not only in people management but also in key areas like employment law, regardless of their industry.

• Digital transformation tools that provide easy access to company policies, procedures, and essential guidance empower managers to handle staff matters confidently.
• This access leads to faster resolution of performance, disciplinary, and grievance issues while also reducing legal risks by ensuring compliance with employment laws and minimising the chances of disputes and litigation.
• By incorporating these key traits into your management practices, UK enterprises can significantly improve employee relations, enhance manager capabilities, and drive overall business success.

HR technology plays a significant role in improving employee relations by facilitating more effective connections between managers and their teams. It simplifies communication, streamlines processes, and provides valuable insights through centralised HR platforms.

For a deeper understanding of how empower® can support your management and employee relations strategies, schedule a free demo today.