Julia Sullivan
\n\u00a0|\u00a0 Special to USA TODAY<\/p>\n
Being a manager isn’t just about assigning tasks and meeting deadlines; it’s also about motivating and inspiring team members. It’s about shaping the culture your team experiences every day.<\/p>\n
\u201cPeople rarely quit companies \u2014 they quit managers who fail to see and support them as human beings,\u201d says Jonathan Javier<\/a>, a career consultant and CEO of Wonsulting.<\/p>\n In today’s workplace, where burnout is high and loyalty is low, employees don’t just want competent managers; they also want managers who are approachable and supportive. They want leaders who listen, support and inspire. Research backs this up: a 2021 study<\/a> in Frontiers in Psychology found that interpersonal skills, such as conflict management and emotional support, improve employee attitudes and performance.<\/p>\n So, how do you become the kind of leader people want to work for? Here are five ways to start.<\/p>\n What makes a great leader?<\/p>\n The best bosses invest in people. They listen, communicate clearly, take accountability and lead with courage and humility. It\u2019s these so-called soft skills<\/a> that will make you a strong boss.\u00a0<\/p>\n 1. Listen more than you talk<\/p>\n Great managers don’t have all the answers; they ask the right questions. Your job isn’t to solve every problem, but to create space for your team to share ideas, roadblocks and solutions.<\/p>\n \u201cGood leaders actively listen, understand people\u2019s challenges and make space for honest conversations,\u201d says Javier.\u00a0<\/p>\n To do this, prioritize regular one-on-one meetings and use open-ended questions to dig deeper: What’s working? Where are you stuck? How can I help? Repeat back what you hear and ask thoughtful follow-ups. Listening is one of the most powerful tools a leader has.<\/p>\n 2. Always check for understanding<\/p>\n Great bosses don\u2019t just talk, they make sure their message lands. Clear communication helps teams stay aligned, focused and confident in their goals.<\/p>\n \u201cBe explicit about priorities, and ask team members to summarize tasks in their own words,\u201d says Javier. \u201cThis is especially important in fast-moving startups.\u201d<\/p>\n Don\u2019t overlook nonverbal cues, either. Research from Harvard Business School suggests that 65% to 93% of communication<\/a> is nonverbal. If you deliver feedback with your arms crossed or without eye contact, your team may feel dismissed or defensive, even if your words are supportive. Your body language should reinforce clarity and respect.<\/p>\n 3. Own your mistakes, and fix them fast<\/p>\n Great bosses aren’t flawless, they’re accountable. While a weak leader dodges blame<\/a>, a standout one takes responsibility \u2014 and action.<\/p>\n \u201cAddress issues directly instead of letting them linger. \u2018Fail fast,\u2019 and admit mistakes quickly,\u201d says Javier. \u201cThen, share what you\u2019re doing to fix them.\u201d<\/p>\n Say you miss a major project deadline, and the delay affects the entire team. Be transparent about the mistake, acknowledge your role, and offer support to help the team recover. This kind of accountability fosters trust and sets the tone for a workplace culture where honesty and improvement are mutually reinforcing.<\/p>\n 4. Make space for risks and reward initiative<\/p>\n Great leaders don\u2019t just talk about courage; they show it through bold decisions, honest feedback and principled action. Creating that kind of environment makes employees more willing to take calculated risks.<\/p>\n Innovation doesn’t come from playing it safe. Research from Embry-Riddle University found that “intelligent risk<\/a>“, where potential rewards outweigh potential harm, is closely tied to a company’s financial success. By encouraging calculated risks, you open the door to new ideas, smarter processes and better outcomes.<\/p>\n \u201cCelebrate when people take ownership,\u201d Javier adds. \u201cUse those moments as learning opportunities, even when outcomes fall short.\u201d<\/p>\n 5. Regularly ask for feedback from your team<\/p>\n Great managers don’t just give feedback, they ask for it. Regularly checking in with your team demonstrates humility, fosters trust and facilitates growth.<\/p>\n Try asking, \u201cWhat\u2019s one thing I could do better?\u201d This simple question can open the door to honest conversations about your leadership style.<\/p>\n You might gather feedback during quarterly reviews, informal one-on-ones or even a quick Slack exchange. The key is to listen with curiosity \u2014 not defensiveness \u2014 and follow up with action.<\/p>\n \u201cGood leaders are open to feedback and create space for others to shine,\u201d says Javier. The more you model that mindset, the more your team will thrive.<\/p>\n Good leadership drives real results<\/p>\n Strong leadership doesn’t just boost morale, it drives results. Empathetic managers help reduce turnover, increase engagement and build teams that want to stick around. A 2023 study<\/a> published in Heliyon found that toxic leadership directly contributes to employee dissatisfaction and high rates of resignation.<\/p>\n If you want to be the kind of manager employees respect and rally behind, embody these five behaviors and lead like someone worth following.<\/p>\n What is USA TODAY Top Workplaces 2025?<\/p>\n If you’re looking for a job with a great manager, we can help. Each year,\u00a0USA TODAY Top Workplaces<\/a>, a collaboration between\u00a0Energage<\/a>\u00a0and USA TODAY, ranks organizations across the United States that excel at creating a positive work environment for their employees. Employee feedback determines the winners.<\/p>\n