Decades of research have found a connection between the traits of a manager and employees' job satisfaction. Intuitively, it makes sense — a great manager can lead to higher motivation, they deliver rewarding feedback, and they create a collaborative culture that includes everyone. McKinsey & Company found that relationships with management are the top factor in employees' levels of satisfaction with their lives.
But what are the traits that make a great manager? The answer might be different whether you are a C-suite executive or an employee reporting to the manager in question. While business owners might look for managers who can deliver on time and within a budget, employees appreciate working for people who are empathetic, motivating, and charismatic.
What makes a good boss or manager?
Bottom line: No single set of traits guarantees whether someone will be a good boss or manager. But there are some traits that employees value highly. If you want to boost employee satisfaction and decrease turnover rates, here are five personality traits most employees love.
Extraversion
Multiple studies have found that managers with high levels of extraversion positively influence their subordinates' job satisfaction. Higher extraversion was significantly correlated with increased job satisfaction among employees.
Extraverted managers are considered to be sociable, assertive, excitable, and assertive. People who score high on extraversion tend to be outgoing and enjoy social interaction. They are often described as energetic and enthusiastic.
[Read more: 5 Personality Traits Of a Great Manager]
Communication skills
Communication is essential at the management level. These team members often serve as the conduit of information from the top down and vice versa. Without strong communication skills, employees can feel unsure of what is expected of them, which can lead to missed deadlines, poor performance, and frustrated teams.
"You must be clear and accurate while communicating information to your team," wrote Workhuman. "At the same time, you must be an active listener whenever your team members have questions or suggestions. Communicate in a way that makes employees feel comfortable coming to you for any concerns."
[Read more: 10 Business Leadership Styles and What They Mean]
Higher EQ means improved stress management, interpersonal functioning, leadership abilities, and job satisfaction.
Dr. Debbie L. Stoewen
Emotional intelligence
Emotional intelligence, or EQ, is thought to be a better predictor of on-the-job success than IQ. EQ is the ability to understand, use, and manage your emotions positively to relieve stress and communicate.
"Higher EQ means improved stress management, interpersonal functioning, leadership abilities, and job satisfaction," wrote Dr. Debbie L. Stoewen.
EQ can be measured using two different models, both of which identify competencies where EQ can be trained and improved. For employees, managers with high EQ can respond to conflict and alleviate morale issues in ways that benefit everyone.
Accountability
Employees appreciate it when managers are accountable for their team's work. Accountable managers are trustworthy, fair, and set clear expectations for their teams. It's also a personality trait that facilitates stronger collaboration.
"Accountability isn't just about taking the moral high ground, it's also the quickest way to find a solution," wrote Asana. "Problem-solving will be one of your key roles as a manager, and you can't start that process if you don't acknowledge there's an issue."
Honesty
Honesty, transparency, and accountability together make a great manager. Employees value honest, authentic communication that makes them feel like true partners in the company's success.
Research shows that honesty and transparency can help team members align with the mission and values of the company, even when they don't completely agree with decisions being made at the top. Empower managers to share news from high-level meetings and break down work siloes as much as possible to make honesty a policy.
How to improve and grow as a leader
It's worth checking in with your team to see if these traits resonate with them. Not all employees value the same personality traits, and different industries require different skill sets. When the time comes to improve these core traits, ask for feedback, work with a mentor, or take a formal training course.
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