Many people start their quest for a solution to a problem or an answer to a question by turning to Google. So, when it comes to the question of, "What is the secret formula for effective talent managers?," Google gathered and analyzed over 10,000 manager observations including performance reviews, surveys, and nominations for top-manager awards and recognition and came up with a list. FYI - technical expertise was one of the least important qualities.
The top items on the list for a great manager are:
- Be a good coach
- Empower your team and don't micromanage
- Express interest in employee's success and well-being
- Be productive and results-oriented
- Be a good communicator and listen to your team
- Help your employees with career development
- Have a clear vision and strategy for the team
- Have key technical skills, so that you can help advise the team
People want managers who care, take an interest, and are calm and balanced.
In a New York Times article that revealed the findings, Bock acknowledged that the company had historically hired managers or promoted people who exhibited a higher level of technical expertise than others. "It turns out that that's absolutely the least important thing," Bock says. "It's important, but pales in comparison. Much more important is just making that connection and being accessible." Bock's team didn't stop there. Upon further analysis of the findings, they narrowed in on the "Eight Habits of Highly Effective Google Managers." Although technical skills made the list, it came in dead last.