Here at HWGTA, we work with local businesses to plug skills gaps in our region. This means we know what makes a good manager and, just as importantly, how to spot one in the making.
As a business, you know the importance of good managers.
They’re the link between strategic decisions and day-to-day work, the people who turn company objectives into achievable tasks. Yet management skills are often left to chance rather than properly developed.
Good management isn’t about being the loudest voice in the room or having all the answers. It’s about creating clarity, supporting your team’s development, and making sure everyone understands how their work connects to your wider business goals. It’s simple in theory, but often tricky to achieve in practice.
Here at HWGTA, we work with local businesses across Herefordshire and Worcestershire to plug skills gaps in our region. As part of this, courses accredited by the Institute of Leadership & Management.
This means we know what makes a good manager and, just as importantly, how to spot one in the making. Although you can’t know everything about someone before you promote them, here are a few signs to watch out for.
Clear communication
Good managers are usually effective communicators. It sounds simple, but this is a trait many people struggle with.
Communication always works two ways. That means you’re looking for someone who’s good at both talking and listening. They need to be effective at relaying information to the team below them and the managerial levels above them.
You’re also looking for someone who shares information in a way such that people understand it and can act on it. They give good feedback and explain their expectations, rather than just assuming or judging.
Confidence in people management
People management is often the most challenging part of any leadership role. A good manager knows how to set goals, review someone’s performance and support their development without hovering over their shoulder.
A skilled people manager is also comfortable with having difficult conversations. They can address issues early on, in a fair and respectful way. That prevents small problems from becoming larger ones.
Self-awareness and emotional control
A good manager understands the impact of their own behaviour. They have a greater responsibility to control what they say and how they act, knowing that it can affect how their team feels and performs.
This is especially important when the pressure builds up. In stressful situations, it’s much more likely that managers overreact, shout or act passive-aggressively. Instead, a good manager should stay calm, even in challenging circumstances. They should be a steady figure to settle the troubled waters, someone who helps their team feel supported and stay focused.
Ability to prioritise and plan
Juggling many demands at once is part of a leader’s job. Their team’s needs and deadlines might not match up with the pressures and priorities of the rest of the business. A good manager can prioritise and create realistic, achievable plans.
They’ll set clear goals, sensibly allocating their team’s time and resources. They’ll also explain, to both their team and those higher up, why certain tasks must come first.
Sound decision-making
Every management role involves making decisions.
Some are small and routine. Others carry real consequences for the team or business.
Good managers don’t just go with their gut or pick the easiest option.
They weigh up the options, consider the risks, and think about who’ll be impacted before committing to a course of action.
Managing change
Change is part of working life. However, it can be unsettling.
Good managers recognise this and approach change with clarity and patience. They explain what’s happening and why, break things into manageable stages, and create space for people to ask questions or voice concerns. Resistance to change usually stems from uncertainty rather than stubbornness. Good managers recognise this, and they plan accordingly.
Fairness and consistency
All employees want to be treated fairly, and rightly so. Fair treatment from a good manager is something everyone values. If someone shows favouritism, changes their expectations without explaining, or doesn’t hold themselves to the same standards as everyone else, people notice.
A good manager applies consistent standards to their team and to themselves. They explain their reasoning in all their decisions. This creates trust and stability within the team, leading to better productivity and workplace culture.
So, what makes a good manager?
If you’ve identified someone within your business with all, or most, of the traits discussed in this blog, you’ve probably identified a good future manager. However, the most important thing to look out for in someone is their willingness to learn.
Most management skills can be taught. Although many people may have leadership traits, everyone needs to learn how to develop these skills, especially in the context of your organisation.
That’s why training is so important. At HWGTA, we work with employers like you to develop managers from within through ILM training and apprenticeships. Our accredited courses offer a practical route to train up the managers who support your business, both now and in the future.