How to Be the Best Manager You Can Be

Contrary to what many may think being a manager is no easy task, and if you don't do it just right you can alienate your co-workers and fellow employees, make enemies, and even lose your job or be demoted. In addition, if you do something horrendously wrong you can even cause both yourself and your company to be sued. While these are the extremes of what can happen, as someone who has worked in Employee Relations and seen the ten to fifteen file cabinets filled with lawsuits by former employees, I'm well aware of where the down side can lead. So, it's very important if you are a manager or about to be promoted to a managerial position to handle the job correctly.

Here is how you can be the best manager you can be.

If you make a mistake, admit it and apologize. Just because you're a manager doesn't mean you can ride roughshod over your fellow employees and co-workers simply because you have the power. I've personally worked with managers who have treated employees very badly and never once apologized, even when they knew they were wrong. This can lead to poor morale among your employees and co-workers, an inability to trust you as a manager and many other problems. So, if you make a mistake, admit it, apologize and move on. You will build trust amongst your employees, and co-workers, and your work environment will be much more pleasant.

Don't be afraid to say you don't know the answer. For some reason many managers think that they must have all answers to all questions, some even going so far as to make up answers, or guess if they are not sure. The problem with this is that not only can you get yourself into trouble if you do this, but you can also get those you manage into trouble with other managers, and or your boss if you're wrong. So, if you don't know the answer to a question, say so, and then find out the answer and share it with your employees if you think it is one that applies to everyone. Your employees and co-workers will find you much more approachable, and human if you do admit when you don't know the answers.

Pitch in with projects. You should have the attitude that no task is beneath you, and in reality since you are the manager and as such have more knowledge, you should be more than willing to get your hands dirty when it comes to completing company tasks. This is another great trust builder, and honestly when you work with your employees and co-workers instead of acting like you are too good to do the same work, you and your employees and co-workers will enjoy their jobs more.

Make it a habit not to gossip. There is nothing that is more of a trust breaker than a manager who gossips with other employees and co-workers. If you want to anger everyone then gossip about things in their employee files, or vent about things they've done that you didn't like with regards to their work with their co-workers, or openly talk about rumors about their personal lives. I guarantee you, you will instantly find yourself frozen out, the cubicles will fall deadly silent when you walk into the work area, you will get frequent suspicious and or angry looks. In short, no one will trust you, and that neat little tidbit you heard about Sue will be the last tidbit you hear from anyone ever. If others come up and try to gossip with you, set an example for the rest of the office by saying you are not interested in hearing it. Nipping gossip in the bud by providing a good example is your best bet.

Don't be afraid to ask for help when you need it. Just because you are a manager doesn't mean you are invincible or that you must suddenly be able to do more work than is humanly possible for one person. This is another way to help your employees and co-workers see you as human rather than just "the boss." So when you need help completing a project or task ask one or more of your employees and or co-workers for help. You'll get the job done more quickly, your employees and co-workers will see that just like them sometimes you need help, and you'll build comradery as well.

Don't share how much money you are making with your co-workers or employees. You would think this was common sense, but it is amazing how some managers, usually the ones who think being a manager somehow gives them more prestige, will openly discuss the fact of what they are making monetarily. The truth is when you do this you are going to cause resentment on the parts of your employees and co-workers, especially if they feel that they do as much work or the same kind of work as you and you are making more than them. Another possibility is that you might be upset yourself if you discover that someone who is not a manager, or who you think does less work or less specialized work is making more than you. So, keep your salary to yourself and then everyone is happy.

Spread the credit around when it comes to projects. If your employees or co-workers did a lot of hard work on a project or projects then say so. Tell your other employees and co-workers and praise those who did a great job and made getting projects completed possible. People like to get credit for the work they do, and when a manager takes credit for work done by others it can destroy the manager/employee relationship very quickly.

If you don't like someone, keep it to yourself. There is nothing worse than a manager who openly discusses his or her dislike of a certain employee. This actually falls under the gossip rule, but since it is a big problem in companies and one that is often ignored by managers, it bears mentioning. After all a manager that openly discusses his dislike of one or more employees could just as easily be talking about the employee he or she is talking to when that person is not around. It's another trust breaker and bound to cause serious problems in any company.

Don't hold grudges, instead just let it go. Even when you're a manager you are not always going to get what you want. Employees are not always going to do things the way you want them to, and you aren't always going to get that promotion you think you're qualified for. So, instead of getting angry and making your employees and co-workers as miserable as you are, let it go and move on. Allowing resentment, and anger to fester doesn't help anyone.

Finally when you know that you are right about something and a co-worker or fellow employee admits it to you, don't use the opportunity to gloat about how right you were. There is nothing more aggravating than someone going "I told you so." Even if it is about a good thing such as someone getting promoted who didn't think they would. Nobody likes a manager who shows malicious satisfaction about the fact that they were right, and chances are that will be the last time someone says you're right about anything.

Keeping these things in mind when it comes to being a manager will help you to build strong relationships with your employees and co-workers, and make life in the office much pleasanter for everyone involved.