Becoming a manager is an exciting milestone (often with a welcome pay rise). But if you’ve never had to lead, motivate, or actually manage other people before, it can feel like you’ve been thrown in the deep end.
Most people learn to manage the hard way: by juggling multiple pressures, personalities, and expectations and just “figuring it out” as they go. This approach works for a while… until the cracks start to show (and the role becomes far more stressful than it needs to be).
The good news is that management is a skillset, not an instinct. And with the right habits, any manager can improve the way they get the most out of their team.
To help, I’m sharing some of the key characteristics that consistently show up in effective managers, along with some practical tips for developing these behaviours in the workplace.
What Makes an Effective Manager?
Effective managers tend to display a consistent set of behaviours that create a supportive, productive work environment where employees:
- Understand what’s expected of them.
- Feel motivated to do their very best work.
- Trust that decisions are being made with fairness and consistency.
This isn’t always easy to cultivate (and it certainly doesn’t happen overnight), but based on my experience, here are the behaviours that make this environment possible.
| The Building Blocks of an Effective Manager | ||
| Skill | What It Looks Like | Why It Matters |
| Clear, Structured Communication | Explaining expectations, priorities, and decisions in a calm, organised way. | The team always knows where things stand and what needs to happen next. |
| Consistent Listening Habits | Making space for others to speak, asking questions, and avoiding rushed conclusions. | Strengthens trust and improves problem-solving. |
| Fair and Steady Decision-Making | Staying level-headed and avoiding impulsive reactions. | Creates predictability and stability, supporting morale and performance. |
| Genuine Accountability | Taking responsibility when things go off track and helping others learn from setbacks. | Builds a culture of openness rather than blame. |
| Supportive Coaching Mindset | Giving helpful feedback, encouraging growth, and recognising progress. | Helps team members develop skills and confidence, so they feel encouraged to stay. |
| Awareness of Emotions and Tone | Staying composed and aware of how communication affects others. | Keeps discussions grounded, even during tense moments. |
| Strong Prioritisation Skills | Helping the team focus on what matters now and what can wait. | Builds clarity, reduces stress, and supports steady progress. |
How to Be a Better Manager: 5 Practical Tips
Now that we know what a good manager looks like, let’s explore a few practical ways to bring these habits into your own role.
1. Set Clear Expectations
Clear expectations form the backbone of effective management. Strong managers don’t assume people “just know” what to do. They take the time to outline the goal, explain the reasoning behind it, and confirm that everyone interprets the instructions in the same way.
This helps everyone stay on the same page, making it easier to hold each individual team member accountable for their part.
How to Start Setting Clearer Expectations:
- Check feasibility before agreeing to deadlines by discussing workload, priorities, and possible obstacles.
- Break expectations into simple points covering what’s needed, when it’s due, and any standards or constraints.
- Ask team members to recap their understanding to confirm alignment and catch gaps early.
- Follow up with a brief written summary when tasks are detailed or time-sensitive.
- Revisit expectations when circumstances change, so everyone stays aligned as projects evolve.
2. Give Practical, Specific Feedback
The strongest managers treat feedback as an ongoing, supportive conversation, not something reserved for annual reviews or moments of crisis. They also tend to focus on behaviour rather than personality, making sure to keep all feedback grounded in observable actions rather than assumptions or interpretations. This is essential for maintaining fairness across teams and building the trust needed for open, constructive conversations.
How to Start Providing Better Feedback:
- Give feedback promptly when the situation is still fresh.
- Be specific and concrete when giving feedback, so each team member knows exactly what you’re referring to.
- Keep your tone steady and supportive to make sure the conversation stays professional.
- Balance praise with practical guidance by highlighting what’s working well before addressing what may need adjustment.
- Invite team members to share their perspective, turning the conversation into a two-way discussion rather than a monologue.
- Agree to clear, actionable next steps so expectations are aligned and progress feels achievable.
Bonus Resource: How to Provide Effective and Constructive Feedback as a Manager
3. Apply a Coaching Approach to Development
Strong managers recognise that people develop most effectively when they feel supported, understood, and encouraged to think for themselves. A coaching mindset makes this possible by focusing on offering ongoing guidance, rather than constant instruction. Over time, this helps cultivate a culture where growth is a normal part of work, with team members becoming increasingly comfortable tackling challenges and finding solutions on their own.
How to Start Taking a Coaching Approach:
- Help team members recognise their strengths by discussing what they do well and how those strengths can support their development.
- Use thoughtful, open-ended questions to encourage deeper thinking (such as, “What options do you see?” or “What would you try next?”).
- Practise active listening so team members feel genuinely heard during coaching conversations.
- Give balanced feedback that highlights both strengths and areas for growth, using clear and specific examples.
- Encourage lifelong learning by helping team members reflect on what they’re learning from successes, challenges, and daily interactions.
- Create opportunities for development by involving team members in new tasks, projects, or responsibilities that stretch their skills.
4. Improve Task Management With Clear Systems and Smart Delegation
Many managers struggle because they hold on to too much themselves, or they rely on memory rather than structure and systems.
The best managers take a different approach. They organise their work in a way that keeps projects moving without adding unnecessary pressure to themselves or their team. Delegation plays a key role here, not only to ease workload, but to help team members build skills and confidence by trying something new.
When tasks are planned clearly and delegated with intention, teams work more efficiently, communication becomes smoother, and deadlines feel a lot more manageable.
How to Strengthen This Skill:
- Delegate tasks intentionally by choosing responsibilities that match a team member’s strengths and development goals.
- Use a prioritisation grid to decide what should be done by you, what should be delegated, and what can be delayed.
- Clarify communication needs before starting a task by agreeing on the best communication method, check-in frequency, and level of detail required.
- Prepare meetings carefully by confirming the purpose, desired outcome, and agenda so the discussion stays focused and efficient.
- Promote continuous improvement by encouraging the team to review what worked well, what needs adjustment, and what ideas can be tested next.
Bonus Resource: How To Delegate Effectively
5. Build Good Time Management Habits
Time management is one of the most important skills a manager can develop. When your schedule is organised and your priorities are clear, you’re better equipped to support your team and keep projects moving along smoothly.
Strong managers also recognise that managing their time isn’t just about personal productivity; it directly influences the working rhythm of the entire team. When you stay on top of your workload, your team benefits from timely guidance, confident decision-making, and a more consistent flow of communication. This creates a calmer, more predictable environment where people can focus on their tasks without second-guessing what might change.
How to Strengthen This Skill:
- Identify your main time wasters by reviewing common interruptions or routines that repeatedly consume your workday.
- Set boundaries around focused work by blocking quiet periods in your diary and letting the team know when you’re available.
- Say “no” or “not yet” appropriately by offering realistic timelines that protect essential priorities.
- Delegate tasks that don’t require your expertise so you’re free to focus on work that genuinely needs your oversight.
- Group similar tasks together (such as emails or approvals) to reduce constant switching between activities.
- Use a simple daily plan that highlights the three most important actions you want to complete.
- Review your time weekly to spot patterns, identify pressure points, and plan improvements for the week ahead.
Bonus Resource: Time Management; Time Robbers, Saying No, and Delegation
Bringing It All Together
Becoming a better manager is less about dramatic reinvention and more about nailing the basics: like clear communication, active listening, and staying organised in how you manage your time and tasks.
As a quick recap, here are my five practical tips (based on my experience working with managers at Powercall Global) for building supportive, high-performing teams:
- Set clear expectations to help your team understand what’s required and how to approach their work.
- Give practical, specific feedback so team members have a clear understanding of their strengths, weaknesses, and how to move forward.
- Embrace a “coaching” approach to development, encouraging team members to think independently and tackle challenges head-on.
- Embrace structured task management (and thoughtful delegation) to keep projects on track and teams engaged.
- Build strong time management habits so you can stay organised and set a steady, achievable pace for the broader team.
And if you need some help developing these skills, our CPD Accredited Management Skills Training Course offers practical tools, guided feedback, and real-world scenarios to support your growth as a manager.
To learn more about the course or make a booking for your team, please get in touch or visit the course page to see upcoming dates and options for in-person, online, or on-site delivery.