1. Hire the “right” managers
Often we hire people who might be technically proficient, however we don’t look at the more important leadership traits. It is important they have those leadership traits or the potential to gain them.
2. Give them the “right” development
We can’t expect our managers to magically transform into good bosses. We really need to be there, to give them the development programmes, which help them on their way.
3. Give them the “right” support
You can’t simply place them in a training programme and think they can just do it. You need to give them constant support to make them a good boss today and in the future.
4. Give them time to manage
We need to ensure we free-up their time to let them do their job as a good boss. Not to do the job themselves but to lead their employees in an effective way.
5. Hold them accountable
One way is to weave it into your performance development, management or recognition plan. Whichever way, you need to be clear that you expect them to act in a certain way and hold them accountable and create consequences if they don’t.
6. Remove them if they don’t perform
This can be tough! You’ve done everything possible to create a good boss but it is not working. Be brave and remove them from the organisation or the role. A bad boss is not doing the team or the business any good. In fact it’s not doing them good either, to be in a role where they can’t succeed.