• 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.

  • That’s why for 10 years, Google has conducted research to figure out what makes the perfect manager, so it could train its leaders to develop those behaviors.

  • Technical skill mattered much less than you might guess; emotional intelligence was more important.

  • According to Google, here are 10 behaviors a good manager should display.

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 …

2. Empowers team and does not micromanage

2. Empowers team and does not micromanage Getty Images

“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.

3. Creates an inclusive team environment, showing concern for success and well-being

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.

4. Is productive and results-oriented

The best managers are more than star players–they make their teammates better, too.

They do so by setting the right example and getting down and dirty whenever necessary. They’re not afraid to roll up their sleeves and help out, and that motivates their team.

6. Supports career development and discusses performance

Great managers encourage their people by sharing sincere and specific praise. But they aren’t afraid to share critical feedback, too — making sure to frame it in a way that is both tactful and constructive.

They also invest in their people by helping them reach their personal career goals. By doing so, they naturally motivate their teams to give back.

7. Has a clear vision/strategy for the team

Great managers know exactly where the team is right now, where they are headed, and what they need to do to get there. Through good communication, they help keep the team on track.

They also make sure each team member understands their individual role in executing that strategy.

8. Has key technical skills to help advise the team

8. Has key technical skills to help advise the team Flickr via Magic Madzik

Great managers understand the jobs of their people, including their everyday tasks and challenges.

If the manager is moved into a new department, he or she will take time to get to know how things are done, and work to build trust before making drastic changes or offering advice.

10. Is a strong decision maker

Great managers aren’t impulsive, but they are decisive. After getting to know the facts and considering the thoughts and perspectives of their teams, they move things forward–even if that requires making a decision not everyone will approve of.

Then, they commit to those decisions.

If your company can train and promote managers who do these 10 things, you’ll build trust and inspire your people to become the best versions of themselves.

They’ll follow, not because they have to. But because they want to.

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Read the original article on Inc. Copyright 2019. Follow Inc on Twitter.