Google Research Says What Separates the Best Managers From the Rest Boils Down to 8 Traits

Google found eight timeless attributes that lead to managerial effectiveness and high performance.

By Marcel Schwantes

Becoming a successful manager is no cakewalk. It involves working both sides of your brain to manage tasks and lead people. That means building trust with team members and continuously improving oneself. So, what are the qualities that make a successful manager?

Let's revisit classic Google research that still stands the test of time. In 2009, Google launched Project Oxygen with the intention of developing better bosses. The Project Oxygen team in Google's People Innovation Lab conducted a comprehensive study on managers for a year. They collected over 10,000 observations across more than 100 variables using data-mining techniques. Additionally, they interviewed managers to gather more data and support their findings.

After conducting numerous interviews and gathering data, researchers analyzed more than 400 pages of notes. The results were then shared with the employees, and several training programs based on these findings were developed for managers. By November 2012, the program had been implemented for several years, and the company demonstrated significant improvements in managerial effectiveness and performance thanks to the program.

If you're familiar with the outcomes of this massive study, you'll recall that Project Oxygen statisticians found eight attributes in their most successful managers. 

1. Be a good coach

Coaching involves fully engaging a team and bringing out each member's best qualities and skill sets. Obviously, the best manager-coaches are deeply committed to their team and care about each member. Their primary objective is to bring out people's innate strengths so that everyone is highly motivated to contribute and perform their best. To coach effectively, managers need to engage with their team members to help them solve problems. This is what great coaching managers do: provide constructive feedback, offer support and guidance, and help employees develop their skills and careers.

2. Empower your team

Google's research has found that the best managers are those who empower their team members by avoiding micromanagement. This means that managers do not insist on controlling every aspect of their team's work. Micromanagers who are unable to delegate and trust their team members can create a demoralizing experience for their employees. At the end of the day, effective managers delegate responsibilities and give their team members autonomy to make decisions and take ownership of their work.

3. Show interest in your employees' success and well-being

Managers should genuinely care about their employees' professional growth and personal well-being. The best ones are frequently in contact with their workers, creating a weekly safe haven for employees to express concerns or offer ideas and setting aside dedicated time to discuss their challenges and offer steady support. Managers should always check in on their well-being and life outside of work and touch on their unique career goals and pursuits, all in a coach-like manner.

4. Be productive and results-oriented

Firstly, effective managers set clear goals, prioritize tasks, and hold themselves and their team accountable for achieving results. Secondly, they must ensure employees can access the necessary resources and support to perform their jobs effectively.

5. Communicate well

This is clearly a no-brainer and yet so many managers miss the mark. The best managers should be able to listen actively, communicate clearly and transparently, and foster open dialogue within their team. 

6. Help your employees with career development

In multiple studies I have inspected, including Project Oxygen, most employees believe they have no career advancement and learning opportunities. Yet career development does matter in solving the employee engagement crisis. According to the Career Optimism Index published annually by the University of Phoenix, most employers say they offer career development opportunities, but employees don't share that perception. Nearly half of workers worry that their job skills will become outdated, and one-third report that their jobs became automated during the pandemic. Google research brings it home: The best and most effective managers support their employees' career aspirations by providing opportunities for growth and development.

7. Have a clear vision and strategy for the team

The best managers provide leadership by communicating consistently about where the bus is headed. Every manager should be asking the question: Do my team members know what is expected of them? Great managers define the right outcomes; they will set goals for their people or work with them to set their own goals. They do not just define the job but define a clear vision for success on the job.

8. Have technical skills so you can help advise the team

According to Project Oxygen, one of the key findings was that managers who possess the required technical knowledge and skills are better equipped to lead and manage their teams effectively, which ultimately contributes to the organization's overall success.