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A manager should:
Share a clear job description and career path.
Share a development plan that enhance the required skills.
Frequent assessment meetings or open discussions.
Allow employees to be part of projects and possible decisions.
Openly accepts and discuss employess feedback.
Listen to their ideas and ask them how they can help.
Show them that what they do is essential and appreciated by the management.
Make sure rules and regulations are well understood and implemented.
Have them accountable for what they do.
Not to pretend that you know everything.
Make sure that requirements are clearly explained and understood. Follow up wisely and ask if you can help.
Whenever possible, try periodic job rotation.
Open forum.
A wise manager knows what, when and how to speak and listen. He knows to research about the issues or concerns circulating within his members that will or may cause them to resist. If there is an ongoing issue, the best way to mitigate them is the basic of all basics which is to gather members to an open forum. Of course, a wise manager when doing a mitigation procedure should have known the issue already and have leads on the alphas to it and how it should be dealt. Speak and listen and make sure the members have spieled out every piece of information to deal with such concerns.
A wise manager/ leader should understand the type(s) of his followers and deal with them accordingly. Many models are are available for the types of followers, usually considering two main aspects: their technical capabilities/ critical thinking and their motivation/ participation. For example, for someone who is motivated but not technically capable, coaching and encouraging would be more effective. On the other hand, for someone who is technically capable but not motivated, persuasion and giving more opportunity to participate would be more effective.
