What makes a great manager? Qualities & traits

A great manager is someone who uses those skills to create a workplace where people feel supported, trusted, and excited to do their best work. And in today’s digital, distributed workplace, that matters more than ever.

Managers guide the employee experience, shape culture, and influence how people communicate and collaborate. Yes, training is essential – but so are the digital tools and habits that help teams stay aligned, connected, and informed. When you blend strong leadership traits with smart workplace tech, teams thrive. Given that today, less than half of employees trust their senior leaders, giving your managers the right training and communication tools should be your baseline.

10 top qualities of a great manager

Here are the 10 qualities that great managers consistently bring to the table – plus practical ways to cultivate each one.

1. They’re skilled communicators

Great managers know communication isn’t about talking more – it’s about listening better. They’re open, curious, and make it easy for employees to share ideas, concerns, and wins.

They don’t just broadcast the company vision, they help people understand the why behind their work and how their role contributes to bigger goals.

Try this:

• Run quick pulse surveys to gather input.
• Share updates in one place – like an Appspace team channel – so nothing gets lost.
• Ask one clarifying question in every 1:1 to strengthen listening skills.

2. They are team-builders

Strong teams don’t happen by accident. Great managers understand each person’s strengths and help them shine.

They also know onboarding sets the tone. The more supported employees feel from day one, the stronger and more collaborative the team becomes.

Try this:

• Use digital onboarding tools to give every new hire the same great start.
• Highlight team strengths during meetings so people know how they complement each other

3. They encourage and empower

Fear might get short-term compliance, but empowerment builds long-term commitment.

Great managers motivate through trust, encouragement, and recognition – not intimidation. They celebrate effort and progress, not just outcomes.

Try this:

• Use employee recognition, shout-outs, or badges to acknowledge wins.
• Set goals with your team, not for them.
• Replace “Did you finish this?” with “How can I support you?”

4. They’re transparent

Honesty builds trust – and trust builds engaged teams. Great managers are upfront, consistent, and share the “why” behind decisions.

Try this:

• Hold monthly update posts or videos in your intranet hub.
• Share key decisions and learnings, not just polished wins

5. They don’t micromanage

Micromanagement slows teams down and drains morale. Great managers set clear expectations, then give people space to deliver.

Try this:

• Agree on success metrics and let employees choose how to get there.
• Use shared dashboards to track progress without hovering.

6. They get results

Great managers balance people-focused leadership with business outcomes. And they recognize that employees are more productive when they feel like they’re part of the bigger picture. They coach, equip, and align teams so everyone moves in the same direction.

Try this:

• Host regular Town Halls or Q&A sessions (Appspace makes this easy) to tie goals back to company strategy.
• Offer upskilling resources so employees can grow into new responsibilities.

7. They care deeply about company culture

Culture isn’t snacks or slogans – it’s how people feel day to day. Great managers nurture positivity by showing up, participating, and modeling the behaviors they want to see.

Try this:

• Encourage cross-team connections with digital communities or interest groups.
• Make space for small celebrations, personal wins, or team moments.

Read this: Why return on engagement is the new ROI.

8. They’re not afraid to innovate

Great managers challenge “the way things have always been.” They embrace new ideas, experiment, and encourage creativity – especially in fast-changing workplace environments.

Try this:

• Ask your team quarterly: “What’s one thing we should stop, start, or change?”
• Pilot new workflows or digital tools before rolling them out company-wide.

9. They have a sense of humor

Humor builds connection, reduces stress, and makes work more enjoyable. Great managers don’t take themselves too seriously – and their teams perform better because of it.

Try this:

• Use team channels to share lighthearted moments or fun prompts.
• Start meetings with a quick check-in or an icebreaker.

10. They’re humble

Humble managers listen better – they show curiosity, they listen more than they speak, admit mistakes, and shine a light on others. Humility earns trust, loyalty, and openness.

Try this:

• Ask for feedback regularly – and act on it.
• Say “Thank you” and admit when you’re wrong.

Bad leadership traits to avoid

Even strong managers can slip into bad habits. Here are behaviors that quietly erode trust, culture, and productivity – and what to do instead.

Loss of direction

Leaders who drift stop giving their teams clarity. Stay anchored to your vision.

How to fix it:

• Revisit team priorities monthly.
• Share goals visually in your digital workplace.

Poor executive presence

When leaders hesitate, teams feel it. Confidence doesn’t mean loud – it means consistent.

How to fix it:

• Practice decisive communication: clearly outline priorities and next steps.
• Share updates regularly so teams feel informed and guided.
• Seek mentorship or executive coaching to strengthen presence and decision-making.

Lack of transparency

Over 50% of employees say leaders aren’t transparent enough. Openness builds credibility.

How to fix it:

• Communicate company goals, decisions, and changes openly.
• Use digital workplace tools (like town halls or intranet posts) to provide updates to all teams.
• Invite questions and feedback – then follow up with answers.

Rigid leadership style

The modern workplace requires flexibility. Leaders should listen, adapt, and stay curious.

How to fix it:

• Encourage collaborative problem-solving and consider alternative approaches.
• Adjust plans based on employee input and changing circumstances.
• Stay open to experimenting with new workflows or technologies.

Not taking feedback seriously

If feedback goes nowhere, employees stop speaking up.

How to fix it:

• Create structured feedback channels and respond promptly.
• Act on suggestions where possible and explain why some changes can’t be implemented.
• Acknowledge contributions publicly to show feedback is valued.

Inability to follow

Sometimes the best leadership is stepping back and letting others lead. It brings diverse ideas – and better outcomes.

How to fix it:

• Identify team members with expertise and give them ownership of projects.
• Practice active listening and support your team’s initiatives rather than controlling every detail.
• Rotate leadership roles on projects to encourage diverse input.

Lack of self-awareness

Blind spots hurt teams. Great leaders know where they shine and where they need help.

How to fix it:

• Seek regular feedback from peers, mentors, and employees.
• Reflect on past decisions and outcomes to identify patterns or blind spots.
• Surround yourself with complementary skills to cover areas of weakness.

Avoiding conflict

Conflict isn’t bad – unchecked conflict is. Address issues early before they damage culture.

How to fix it:

• Address disagreements promptly and fairly, focusing on solutions.
• Encourage open dialogue where employees feel safe to voice concerns.
• Provide mediation or facilitation tools if necessary to resolve disputes.

No accountability

Good leaders take responsibility, even when mistakes come from their team.

How to fix it:

• Own mistakes openly and outline plans for corrective action.
• Celebrate team wins, but also acknowledge where improvements are needed.
• Model accountability to set the standard for your team.

Staying in their comfort zone

Leaders who don’t grow hold back everyone around them.

How to fix it:

• Embrace continuous learning through workshops, mentorship, or digital workplace training.
• Challenge yourself with stretch goals or projects outside your expertise.
• Encourage experimentation and support risk-taking across your team.

Turn good into great

The best managers empower others. They build trust, share credit, remove barriers, and help people thrive. So look at your leadership bench. Are your managers helping people do their best work? Are they equipped with the digital tools and habits that support connection and clarity? If not, these traits are the starting point – and Appspace can help make the shift easier and more scalable.

Build your great managers a great platform to create a productive and positive digital workplace today with Appspace.