How to Not Suck As a Manager: 3 Questions in a Case for Common Courtesy

How to Not Suck As a Manager 3 Questions in a Case for Common Courtesy

A while back, I did a research study that asked me two questions: “What experiences have you had working with a poor manager?” and “What would your advice be if you were the manager?”

Most of the poor manager behavior that was reported wouldn’t surprise anyone. One of the more common behaviors was surprising to me. This surprised me greatly. Common courtesy seemed to be as fundamental to management as assigning work. I was wrong. The research revealed that too many managers need to be taught the value of good manners. Let’s now discuss why managers need to show basic common courtesy when working with their team members.

Which would you prefer to work for: someone you love and respect or someone you don’t know or don’t respect?

This should be the obvious answer. People are people. All of us have our natural inclinations. It’s easier to be helpful towards people who are friendly and pleasant, isn’t it? It is. Think about how you view yourself as a manager regarding the people you supervise. Which one do you think your team would be more productive under? A manager they don’t like, respect, or one they respect? Of course, it’s the latter. Managers have the right to be rude or ugly. You are free to do and be what you like. However, just because you are mean, ugly or inconsiderate does not mean that you should be.

Try an experiment if you are the type of manager that likes to do everything possible. Be kind. Consider consideration. Be humane. Even if you don’t need to, say ‘please’. When you have the chance, say ‘thanks’. You will see a change in your behavior and a rise in team cohesion if you do all of these things. It will. It will happen.

What manager is more likely be a better decision-maker, the one who has more knowledge or the one with less?

People will naturally be more polite if they are treated in a less polite manner. They want to shut down and not share their secrets. Employees will only share the information that is necessary when this happens at work. They won’t share any other information. Even if the information could help you, as the manager, do better work for your team, this is true. Sometimes, members of the team may withhold information or misinform others to cause problems. This is helpful? It is not.

Politeness breeds kindness. When you care more, employees will be more open to sharing their experiences. You will get more out of your employees, including about yourself, the work they do, and what you need to know. Even though you might not like some of the information, it is important that you are happy to receive it. You would rather have the information than not. It might seem strange, but it is true. This is why? Refer to this section’s question: Which manager is more likely be a better decision-maker, the one who has more information or the one who has less information? As most managers do, you will conclude that the manager with more information is the better decision maker. Encourage information sharing between your team members. Be polite. Be courteous. You will foster a culture where information can be shared more freely if you expect your team members to behave the same way. This will give your team the edge in decision-making and increase productivity.

What is most important to employees?

Employees need to feel that their work is being done for them and that they matter. Team leaders are the representatives of the organization for team members. This is why team leaders need to show this personal touch. If they don’t want their team members to leave, this is a must. Gregory Smith, an author of “Top 10 Reasons People Leave Their Jobs”, published on He shares some of his research results as follows.

My retention survey proved that employees don’t quit their jobs, but they do quit their bosses. Three quarters of respondents said yes to the question: Was your manager/direct supervisor the main reason you quit your previous job?

It is important for people to understand that they are being appreciated for the service they provide. This is true in both a work and home environment. Employees who feel that the work they do isn’t important to their bosses are more likely to leave for a job where they feel valued. Tell your team members that their work is important. It’s that simple.

Although it may seem like common sense, many managers are aware that common sense is not always practiced. You can be a better manager if you show kindness to those you supervise. You are already a friendly manager by nature. You can improve your interpersonal skills and encourage your team to do the same. You can make improvements in this area if you are aware of it. You’ll see your team members become more satisfied, fulfilled, and productive if you make it a point to show them you care.

See also  We Before Me: A Recipe For Successful Teams

Related Posts