Are you a “good” manager?
Google has done some interesting work in order to answer this question. It launched the “Project Oxygen” which has taken a couple of year to study what a good manager really is.The plan was huge including more than 10000 observations about managers, across more than 100 variables from a range of performance reviews, feedback surveys and additional reports.
The result of this project was entitled the Eight Habits Of Highly Effective Google Managers:
1. Be a good coach
Provide specific, constructive feedback, balancing negative and positive
Have regular one-on-ones, presenting solutions to problems tailored to the employee’s strengths
2. Empower your team and don’t micro-manage
Balance giving freedom to your employees while still being available for advice
Make « stretch » assignments to help them tackle big problems
3. Express interest in employees’ success and well-being
Get to know your employees as people, with lives outside of work
Make new folks feel welcome, help ease the transition
4. Be productive and results-oriented
Focus on what you want the team to achieve and how employees can help achieve it
Help the team prioritizes work, and make decisions to remove roadblocks
5. Be a good communicator and listen to your team
Communication is two-way: Both listen and share
Hold all-hands meetings and be specific about the team’s goals
Encourage open dialogue and listen to the questions and concerns of your employees
6. Help your employees with career development
7. Have a clear vision and strategy for the team
Even amid turmoil, keep the team focused on goals and strategy
Involve the team in setting and evolving the team’s vision, goals, and progress
8. Have key technical skills, so you can help advise the team
Roll up sleeves and work side-by-side with team, when needed
Understand the specific challenges of the work
This list has been re-published widely, by several magazines, websites and newspapers – such as The New York Times.
You would probably think that this is list of pieces of evidence but the interesting thing is that it is ranked, in order of priority and impact. Take this list, rank it and then asking your team members to do the same. And compare the results. Don’t forget that Google is not the unique business model to follow, each firms don’t work the same way – what’s true at Google may not be true for your firm and/or your team.
What do you think about the list? Do you think something missing?