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A company could spend all the money it wants recruiting, interviewing, and hiring the best people around. But if the boss is a jerk, those people will leave the first chance they get.
In contrast, if you have great managers and team leads, not only will you get the best out of your people, but they'll also be more likely to stick around.
For over 10 years, Google has conducted research under the code name Project Oxygen. The goal? Figuring out what makes the perfect manager, so it could train its leaders to develop those behaviors. The research has paid off, as over the years Google has seen marked improvement in employee turnover, satisfaction, and performance.
Interestingly, technical skill mattered much less than you might guess. What was far more important for managers were emotional-intelligence skills, the ability to understand and control emotions, both their own and those of their people.
According to Google, a good boss ...
Courtesy of Thomas Barwick
Rather than solve every problem as soon as it arises, the best managers use problems as teaching moments.
They guide their teams and share insights when needed. This allows their team to gain valuable experience and grow.
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"I love to be micromanaged," said no employee, ever.
In contrast, great managers give their people the freedom they crave: freedom to explore their ideas, to take (smart) risks, and to make mistakes. They also provide the physical tools their people need, and allow for flexible schedules and working environments.
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In another research project, Google discovered that the single greatest key to a team's performance was creating a "psychologically safe" environment.
As Google puts it:
In a team with high psychological safety, teammates feel safe to take risks around their team members. They feel confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea.
In other words, great teams thrive on trust — and great managers help build that trust.
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