In my career, I have worked for and observed a wide range of managers. Some are great, some are less so. But, as I’ve made the progression into management over the last couple years, I have thought a lot about what makes a good manager in IT. Perhaps these apply to other fields, but IT is the one I have the most exposure to, so that is all I can speak of.
Accept the responsibility, share the credit
This first one deals mainly with how achievements and failures by the team as a whole are looked upon by those outside the team. It is a hard one for many managers.
If you and your team do well, a lot of times upper management will praise you. They may be completely unaware of the hard work that your team put in. Be sure to share the credit for the achievement with your team. One of the quickest ways to lose the respect of your team is the accept the credit for what they have done for yourself.
But, on the other hand, if something goes wrong with a project, the manager needs to accept the responsibility for the failure for themselves. Upper management never looks well upon a manager who blames problems on their team. And you’ll gain the respect of your team if you accept the responsibility (at least to those outside the team) for yourself.
Reprimand in private, praise in public
This next one deals with individual achievements or failings of someone on the team. If someone on your team really messes up, never reprimand him or her in front of the other team members, and certainly never in front of people from other teams. I’ve seen this done before and it’s the quickest way to lose my respect. If someone messes up, pull them aside and talk to them privately, where others cannot hear. Discuss what they did wrong, why it was wrong, and what they can do to do better in the future.
However, on the flip side, if someone does an outstanding job, praise him in front of the rest of the team. The team needs to know the hard work and achievement are rewarded. They’ll strive for this recognition themselves.
Know your stuff, but listen to your team
Within IT you have managers with strong IT backgrounds, such as those that use to be programmers themselves, and those without this background. In my experience, the best managers are those that have the background and really know their stuff. However, if a topic comes up that the manager is not familiar with, he or she must be willing to admit that they do not. I have know managers that try to pretend they have the depth that they do not. This is another quick way to lose the respect of your team.
But, as a manager, you have a team. And part of your responsibility is the hire good people. And, if you hire and pay for good people, you would be foolish not to listen to them when they are speaking from their own expertise. A manager must always be willing to listen to his or her people. There are times that you have to stick to your decisions, but you team must feel like they were at least given a voice. But, as often as not, someone on your team will have a better idea than you do. You must be willing to listen to them and have the humility to admit that they are right.
Hire and empower the right people
This is a big one, and I’m pretty sure I’m going to devote an entire post on how to hire the right people. As a manager, you are not doing everything yourself. Most of the time you cannot possibly do everything yourself. You must be able to delegate tasks and responsibilities to your team. And they only way you can do this and be successful is if you hire the right people.
But, just hiring them isn’t enough. After you have hired them, you must empower them. Be able to delegate responsibilities to them and trust that they are going to do a good job. By default, do not micromanage. I have had people on my team in the past that I have ended up having to micromanage, but they were definitely not the right people and should not have been on the team to begin with. The only way to stay sane in management is to be able to delegate to your team and trust them to do a terrific job.
Have the confidence to make the hard decisions
A big part of management is making the hard decisions. These are the decisions where the long term results are unclear and the wrong decision could potentially be disastrous. Collect all of the information you need. Determine if a decision needs to be made. If it needs to be made quickly, trust the input from your team and make the decision. A lot of times problems are made worse because decisions are not made in a timely manor. These managers lack the confidence in their themselves and their team to make the decisions. If the decision ends up being wrong, have the guts to admit your mistake and move on.
Management is hard, and it can be very stressful. But if, as a manager, you would follow the basic principles I have outline above I’m confident that you and your team will be successful and you’ll win the respect of your team and your peers.