Great Boss- If you are the one who is more concerned with what people want to do rather than what you want them to do. If there's a good fit, you hire him and treat him as an adult. Hiring for you is first and foremost for cultural fit, then for proven capabilities.
Congratulations! You're A Great Boss
If not?!
Find Tips On How To Be A Great Boss
Stop Micromanaging Your Employees
![](https://blog.drjobpro.com/wp-content/uploads/2021/07/Stop-Micromanaging-Your-Employees.jpg)
Stop micromanaging your team. You can justify your behavior by calling yourself a "control freak" or arguing that you simply enjoy keeping a close eye on your team. Still, these are weak justifications for excessive interfering.
Brigette Hyacinth once said:
I don't care whether you come into the office at 8 am.I don't care if you choose to work from home or not.
I don't care if you work from the garage while they fix your car.
I hired you for a job, and I trust you to get it done. Just let me know what you need from me to be successful in your role. And I will show up for you.
Life happens!
You don't need to justify to me why you need a day off.
You don't need to explain how sick your child is to leave early.
You don't need to apologize for having a personal life.
Yes, I care about results, but I also care about you. We are all human, and we are all adults. I don't run an adult daycare center. I lead people.
Avoid Unconscious Bias
![Avoid Unconscious Bias- GREAT BOSS](https://blog.drjobpro.com/wp-content/uploads/2021/07/Avoid-Unconscious-Bias.jpg)
To overcome this, you have to Keep communication professional, neutral, and transparent, give equal opportunities, make decisions based on performance rather than personality traits, align individual and business goals, Use analytics to spot potential bias.
Avoid Taking Credit of Others' Success
![Avoid Taking Credit of Others' Success- GREAT BOSS](https://blog.drjobpro.com/wp-content/uploads/2021/07/Avoid-Taking-Credit-of-Others-Success.jpg)
Undoubtedly, as a manager, you bear full responsibility for your team's performance. But that doesn't mean you get to take credit for their accomplishments.
So, you have to share credit with your team for 4 main reasons:
It Shows Appreciation:
Your staff wants to be recognized for their accomplishments. It means a lot more when it comes from executives. When you receive praise and don't share it with them, you're depriving them of something valuable.
Ask your management to share their appreciation to the team members directly to see how their effort contributes to its success. You might even request that your supervisors personally communicate their compliments with your staff to provide an additional source of encouragement.
It Boosts Trust
Directing the spotlight away from yourself and onto your team shows your dedication to the group. You appear to be unselfish, helpful, trustworthy, and fair. There is no more effective method to establish trust than this.
It Highlights Your Management Skills
A great manager understands how to guide his group to achievement. It's not even about doing everything yourself; it's about using other people's abilities to achieve great work. Sharing credit demonstrates that you understand this and are constantly, effectively exercising the management skills required.
It Gives You A Boost
If you struggle with self-promotion, praising your team's achievements is a simple, non-threatening technique to increase your leadership exposure. Applaud your team's efforts and everything they've accomplished under your leadership. It's a win-win situation for everyone.
Ask for Feedback
![Ask for Feedback](https://blog.drjobpro.com/wp-content/uploads/2021/07/Ask-for-Feedback.jpg)
Some supervisors refuse to confess their mistakes due to a lack of listening skills. Negative feedback is taken personally by them, and those who provide it are treated negatively. As a result, onlookers decide not to suggest anything. The only thing worse than seeking feedback is doing nothing about it.
Support Your Employees
![Support Your Employees- GREAT BOSS](https://blog.drjobpro.com/wp-content/uploads/2021/07/Support-Your-Employees.jpg)
Give Tasks Fairly
![Give Tasks Fairly- GREAT BOSS](https://blog.drjobpro.com/wp-content/uploads/2021/07/Give-Tasks-Fairly.jpg)
Recognize Efforts
![Recognize Efforts- GREAT BOSS](https://blog.drjobpro.com/wp-content/uploads/2021/07/Recognize-Efforts.jpg)
Create A Productive Work Environment
![Create A Productive Work Environment- GREAT BOSS](https://blog.drjobpro.com/wp-content/uploads/2021/07/Create-A-Productive-Work-Environment.jpg)
Select The Right People
![Select The Right People- GREAT BOSS](https://blog.drjobpro.com/wp-content/uploads/2021/07/Select-The-Right-People.jpg)
Eliminate Company Politics
![](https://blog.drjobpro.com/wp-content/uploads/2021/07/Eliminate-Company-Politics.jpg)
Create an environment with an open workplace and a feedback culture that allows everyone to speak with their supervisor or escalate any complaints to upper management. Urge all employees to report concerns without fear of retaliation. When they have a stone in their shoe, it would be better to talk about it before turning it into an injury; it's far simpler to get the stone out than treat an injury.
Finally,
Great bosses are hard to come by, and employees yearn for supervisors who will encourage, inspire, and help them improve. According to a recent report, 65 percent of employees would prefer a better manager over a pay raise.Undoubtedly, one of the biggest reasons for keeping employees happy and motivated is a great boss. Nothing is better than having a great leader who always supports. Businesses must understand that no money or advantages will be enough to keep top talents if the boss is terrible.
To have more time to modify your management style,