How to Be a Good Leader and Manager

A good manager leads by example, communicates effectively, and inspires their team to achieve collective goals. 

Attributes of a good manager include: 

• Empathy: Understanding team members’ perspectives and needs 

• Decisiveness: Making informed decisions promptly 

• Integrity: Maintaining honesty and strong moral principles 

• Adaptability: Adjusting to changing circumstances with ease 

Balancing leadership and management skills creates an environment where employees feel valued and motivated. A good leader also prioritizes continuous learning and self-improvement, setting a tone of growth and adaptability for the entire team. A good example is a manager who implements regular feedback sessions, staying in tune with team dynamics and offering an open line of communication.

How to Be a Good Hiring Manager

Hiring and choosing the right talent is making a new and successful addition to your team. Being a good hiring manager involves: 

• Clear job descriptions: Clearly outline roles and responsibilities to attract suitable candidates. 

• Structured interviews: Use consistent questions to evaluate candidates fairly. 

• Skills assessments: Test relevant skills to ensure competency. Don’t fall into the trap of requiring unpaid assessment time for candidates. This will give you poor quality work and candidates who may not fit your criteria. Always pay a candidate for their time if they have moved into interviewing. 

• Cultural fit evaluations: Assess whether candidates align with the company’s values and culture. 

• Positive candidate experiences: Communicate transparently and respect candidates’ time throughout the hiring process. This means you and your peers must arrive on time for interviews. Be careful about the process. Show them the same respect you receive. 

A good hiring manager also ensures diversity through unbiased recruitment. Removing identifying information during the screening process helps you focus on a person’s skills rather than personal information about them. 

Effective Hiring Strategies

Developing a good hiring strategy involves: 

• Leveraging multiple recruitment channels: Utilize job boards, social media, and employee referrals to reach a diverse talent pool. 

• Employer branding: Promote a positive company image to attract top talent. 

• Data-driven decision making: Analyze recruitment metrics to continually improve the hiring process. 

• Onboarding excellence: Implement a thorough onboarding process to set new hires up for success. A seamless transition into the organization ensures higher retention rates and boosts employee satisfaction. 

Using AI assistance here is time-saving and efficient. An applicant tracking system (ATS) combined with human-led screening can help you find the right candidates to interview quickly.  

Note: Don’t use an ATS only. Plenty of studies have shown that ATS alone misses solid candidates.

Tips for Firing Someone

Terminating an employee is challenging but sometimes necessary. To handle this with professionalism and compassion: 

• 📁 Prepare thoroughly: Review the employee’s performance records and ensure you are complying with company policies and legal requirements.  

• 🪴 Choose an appropriate setting: Conduct the meeting in a private, neutral location to maintain confidentiality and respect. 

• ❤️ Be direct and compassionate: Clearly state the reason for termination, listen to the employee’s perspective, and offer support.  

• 💻 Handle logistics: Discuss the final paycheck, benefits, and the return of company property. 

• ✍️ Document the process: Keep detailed records of the termination meeting and any related communications.  

Offering specific examples of support during termination can help. For example, offering access to career counseling or extending their benefits shows you value the employee. Most businesses require two-weeks’ notice from employees leaving, yet upon terminating employment, most employees are not given the same courtesy. Offering support lessens this impact.

What to Say When Firing Someone

Communicating a termination requires clarity and empathy. Consider the following approach: 

• Opening: “Thank you for meeting with me. I have some difficult news to share. After reviewing your performance and the needs of the company, we have decided to end your employment.” 

• Reason: Be transparent but professional. For example: “This decision is based on [specific performance issues or organizational changes].” 

• Support: “We understand this is challenging and want to support you. We can offer [outplacement services, extended benefits, etc.].” 

• Next Steps: “We will provide you with a detailed document outlining your final paycheck, benefits, and other necessary information.” 

Practicing what to say beforehand can help. 

Turning Feedback into Growth

Both hiring and firing present opportunities for growth. After hiring, schedule regular check-ins with new employees to ensure their integration and performance align with expectations. When firing, take time to reflect on what led to the termination. Then, reflect on whether or not you may need a change in employee training, re-training, or your hiring process. 

Mastering the art of hiring and firing is a keystone of a good manager. Effective hiring strategies, a strong team culture, and handling terminations with empathy all lead to you being viewed as a manager with integrity. Knowing how to be a good leader and manager is not done overnight. It’s done through continued learning, personal growth, practice, and caring about the most valuable part of your organization: the people. 

Other Resources: 

Built for the Trades video: How to Fire the Right Person in Your Plumbing Business? 

Built for the Trades eBook: Solve Your Hiring and Retention Problems for Good! 

Asana article: Leadership vs. Management 

Work It Daily: “What Are Your Three Things?” – Interview Technique for Hiring Managers