“I define a leader as anyone who takes responsibility for finding the potential in people and processes, and who has the courage to develop that potential.” – Brene Brown

Whilst the specific skills of managers can vary depending on the organisation, industry and level of management, their core purpose remains consistent – to lead, inspire and drive their team towards achieving collective success while upholding the values and objectives of the organisation.

In this article, we’ll define what a manager is and look at the common types of managers found in a business environment. We’ll also discuss the various skills required to be an effective manager and some common bad management traits to avoid. 

What is the definition of a manager?  

The word manager can be defined as an individual who is responsible for overseeing and coordinating the activities of a group of people or a department within an organisation. 

Managers are typically tasked with planning, organising, directing and controlling resources to achieve specific goals and objectives. They’re responsible for making decisions, allocating resources, assigning tasks, monitoring progress and ensuring that the overall operations run smoothly. Managers act as a point of contact for employees, addressing their concerns, providing feedback on performance and promoting professional development. 

Managers also provide guidance, support and mentorship to their team members. They’re responsible for fostering a positive work environment and facilitating effective communication within the team.

Different types of managers

There are various types of managers, each with different roles and responsibilities based on their area of expertise and the level at which they operate within an organisation. 

Here are some common types of managers:

General Manager

A general manager is responsible for overseeing the overall operations of a business or a specific division within a larger organisation. They have a broad scope of authority and are accountable for the performance, profitability and strategic direction of the entire organisation or a significant part of it.

Department Manager

Department managers are responsible for specific departments or functional areas within an organisation, such as marketing, finance, human resources, operations or sales. They focus on the day-to-day activities and objectives of their respective departments and ensure that goals are achieved efficiently and effectively.

Project Manager

Project managers are responsible for planning, executing and managing specific projects within an organisation. They coordinate resources, set timelines, monitor progress and ensure that projects are completed on time and within budget. Project managers are skilled in project management methodologies and work closely with cross-functional teams to achieve project goals.

Team Manager

Team managers or supervisors oversee a team of employees and are responsible for their day-to-day activities, performance management and development. They provide guidance, assign tasks, monitor progress and ensure that team members are working together towards achieving common objectives.

Operations Manager

Operations managers focus on the efficient and effective management of the production or service delivery processes within an organisation. They ensure that operations run smoothly, optimise resource allocation, improve productivity and maintain quality standards.

Sales Manager

Sales managers are responsible for leading and managing a sales team. They set sales targets, develop sales strategies, monitor sales performance and provide coaching and support to the sales team members. Their primary goal is to drive revenue growth and achieve sales targets.

Retail Manager

Retail managers oversee the operations of a retail store or chain of stores. They are responsible for managing staff, inventory, customer service, visual merchandising and sales performance.

These are just a few examples of the different types of managers and the specific roles and titles may vary across industries and organisations. It’s important to note that some managers may hold multiple roles or have a combination of responsibilities depending on the size and structure of the organisation.

Business support professionals play a crucial role in ensuring the smooth functioning of an organisation’s operations. By hiring competent support staff, leadership teams can focus their efforts on strategic decision-making and leading their teams to success.

What are the 3 key skills to be an effective manager?   

There are several important skills that contribute to being an effective manager including adaptability, organisation, empathy and strategic thinking. 

Whilst these are some of the key skills for managers to possess, there are three essential skills that will help individuals become effective managers:


“If everyone is moving forward together, then success takes care of itself.” – Henry Ford

Effective managers possess strong leadership skills. They’re able to inspire, motivate and guide their team members towards achieving common goals. They provide clear direction, set expectations and encourage open communication. 

A good manager leads by example and is able to make tough decisions when necessary. They also understand the strengths and weaknesses of their team members and can delegate tasks accordingly.


Effective communication is vital for a manager to convey information, goals, expectations and feedback to their team members. Managers need to be skilled in both verbal and written communication, as well as active listening. They should be able to articulate ideas clearly, ask questions, provide constructive feedback and resolve conflicts. 

Open and transparent communication fosters a positive work environment and helps build trust and collaboration within the team.

Problem-solving and decision-making

Managers encounter various challenges and problems in their roles. Being able to analyse situations, identify potential solutions and make informed decisions is crucial. Effective managers are proactive in identifying and addressing issues and they encourage their team members to contribute ideas and solutions. 

Problem-solving and decision-making skills enable managers to navigate complexities and guide their teams towards successful outcomes.

What are the traits of a bad manager? 

A bad manager can have detrimental effects on the work environment, employee morale and overall productivity. When certain traits and behaviours manifest, it creates an atmosphere filled with negativity and impedes the growth and success of the team. It’s essential to recognise these signs and take proactive measures to address and rectify the situation. 

By understanding the characteristics of a bad manager, we can work towards cultivating a healthier and more productive work environment for everyone involved. 

Here are some common traits of a bad manager:

Poor communication

Effective communication is a crucial aspect of successful management. A bad manager often grapples with communication skills, resulting in detrimental consequences for the team and organisation. 

They may struggle to provide clear instructions, constructive feedback or meaningful guidance to their team members. Active listening becomes a challenge, as they dismiss concerns and overlook important issues. As a result, misunderstandings arise, morale plummets and expectations become unclear. 

Lack of transparency

Transparency is a vital quality of effective managers. Bad managers tend to withhold information and keep their team members uninformed about significant decisions or changes. This lack of transparency creates an atmosphere of mistrust and uncertainty among employees. 

When team members are left in the dark, they may feel undervalued, disengaged and disconnected from the organisation’s goals. Building a positive culture of transparency and open communication is essential for fostering trust, collaboration and a sense of shared purpose within the team.


Micromanagement is a common trait of bad managers. It involves excessive monitoring and control that stifles autonomy and hampers innovation. Micromanagers struggle to delegate tasks, creating an overwhelming workload for themselves and limiting growth opportunities for their team. 

These types of managers tend to be critical and nitpicky which demotivates teams and erodes confidence.

Inconsistent or unfair treatment

Inconsistent treatment and favouritism are unfortunate traits exhibited by bad managers. They may apply different standards to individual team members or fail to recognise and reward good performance. Such behaviour creates a toxic work environment, fostering feelings of resentment and diminishing overall morale. 

When employees perceive favouritism, it erodes trust, creates division and hampers teamwork. Cultivating a fair and inclusive work environment, where recognition and rewards are based on merit, is essential for fostering a positive and motivated team.

Lack of accountability

Lack of accountability is another common trait of a bad manager. They may avoid taking responsibility for their own mistakes or the outcomes of their team. Instead, they resort to blaming others, deflecting responsibility or inadequately addressing issues. 

This behaviour erodes trust and confidence in their leadership. By fostering a culture of accountability, where managers lead by example, own up to their actions and effectively address challenges, organisations can cultivate an environment of trust, growth and continuous improvement.

Lack of empathy and support

Empathy is a crucial quality of a manager. Managers with a lack of empathy may fail to understand or address the needs and concerns of their team members. Inadequate support, a lack of recognition for achievements and dismissing personal challenges are common signs of this empathy deficit. 

This behaviour may lead to low employee engagement and a lack of loyalty towards both the manager and the organisation. Nurturing empathy among managers is pivotal in building strong relationships, promoting employee well-being and fostering a positive and loyal workforce.

Inadequate development and feedback

Supporting the professional growth and development of team members is a vital responsibility that a bad manager may neglect. They may fail to provide regular feedback, overlooking performance evaluations and constructive criticism. Opportunities for training and skill enhancement may be ignored, hindering the advancement of their team members. 

By prioritising ongoing feedback, facilitating skill-building initiatives and nurturing a culture of growth, effective managers can empower their team members to reach their full potential and contribute significantly to organisational success.


Effective management styles encompass a range of positive traits and behaviours that inspire and empower teams to achieve their full potential. 

It’s important to acknowledge that even the best managers may occasionally exhibit negative traits. What truly defines a manager is their ability to recognise and address these shortcomings, ensuring they do not consistently negatively impact the team and work environment. 

By proactively addressing and improving upon these traits, managers can create a positive and productive atmosphere that fosters growth, collaboration and overall managerial effectiveness. 

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What are top manager skills?

A top manager possesses excellent communication skills, strong leadership abilities, problem-solving capabilities, good decision-making skills and the flexibility to adapt to changing circumstances.

What makes a great manager?

A truly great manager exhibits qualities such as leadership, the ability to communicate well, empathy towards their team members and the skill to inspire and motivate others.

How can I be a strong manager?

To become a strong manager, it’s important to develop your leadership skills, actively listen to your team members, provide support and guidance, delegate tasks effectively and continuously enhance your knowledge and expertise through learning and growth.

What makes a good manager vs a leader?

While a good manager excels at managing tasks and people, a leader goes beyond that by inspiring and influencing others towards a shared vision and goals. They focus on guiding and motivating their team members to achieve collective success.

What is the personality of a manager?

Managers can have various personality traits, but some common ones include being organised, confident, decisive, adaptable and have strong interpersonal skills. These traits help them effectively navigate the challenges of managing a team.