how to be a better boss.

It’s an old saying because it’s true. Employees don’t quit jobs. They quit bad bosses. Bamboo HR’s 2025 Bad Boss Index shines light on this. 70% of employees say bad bosses are common. 69% would give up a prestigious company. They’d trade it for a better manager.

We know it. No one wants to be the boss people flee from. Such a boss is not uncommon. They nitpick at every small detail. Furthermore, they go on about how hard their work is. They can’t seem to figure out the “constructive” part of criticism.

Fortunately, you can steer clear of being such a boss. It can take a little effort. Start by taking on an emotionally intelligent style of management. What else can you do to improve your leadership? Read this interesting article to discover.

1. be a leader, not a dictator. 

Cracking down on your team with harsh demands is a sure way to stir resentment. Your best bet is to ask for change. Lead with respect. Your people are willing to go the extra mile for a boss who wishes well for them.

Furthermore, all this boils down to effective communication. Why? Because, your team is a skilled group of experts. They know how to do submit their deliverables. Then, what can you do to help them? Check in regularly. See if they’re on track.

In addition, ask them how you can extend help for their personal goals. See how you can support them to line up with the company’s goals. A support structure such as this goes a long way. Why? It’s the opposite of falling back on demands and micromanagement.

2. a good boss listens to the team.

Every guide on effective management zeroes in on communication. Remember, this is a two-way street. It’s not just about you handing over your orders. An boss who’s also a leader, lays out their expectations audibly, in simple yet impactful language.

Moreover, they make space for employees to share theirs. Should your team members need guidance, create them a brave room for them to seek help. Being a good boss means actively listening to them and taking stock of their point of view.

Furthermore, if they come to you with grievances, don’t blow them off. Instead, equip them to devise a bridging fix. Address the root of the problem, always, and not the symptoms.

3. consider yourself a part of the team.

If you’re an intelligent boss, you know you’re plugged into the team you manage. Sure, you give directives and pass out tasks. But, you’re not above your team. Being an emotionally intelligent leader means looking at yourself as of one of the team.

This helps you get what your team is going through. Additionally, it corroborates you can jump in when your support is needed. If you buy into the idea that your team is a single unit, you’ll see the truth. You must learn teamwork if you don’t know already.

Set the stage where everyone prop each other up. Encourage your team to give each other a shoulder to cry on. You’ll be seen not just as their boss, but as a mentor and guide who lends a helping hand when the dawn turns dim.

4. a clever boss hires the right talent.

Great bosses surround themselves with specialized talent. You know you can’t do it all. You must be able to delegate tasks to their team. Find people you can trust to follow through. That way, you set the tone for the culture.

If you hire the right people to hand those tasks off to, your job becomes a walk in the park. Go the extra mile to set the tone for the culture. Knit together a durable network of talented people. That’s your fail-safe reserve.

Ultimately, become the leader to build a team that collaborates, communicates and grows together. Respect personal and professional boundaries and encourage your team members to band together and have each other’s backs.

5. mentorship has an edge.

You’ve picked up a lot of experience as a supervisor. Instead of hoarding it, share it. Taking the time to mentor your team helps them grow. In addition, it propels your team to extend their existing talents. This action shows you care for their career progression.

In fact, it clarifies your focus on their growth, not just on what they can do for you. Create a constructive feedback loop, devoid of toxicity or unwarranted criticism. Additionally, guide them to hit their personal goals. Engage in conversations that amplify your team’s productivity.

Lean into being a good mentor. Furthermore, choose your mentorship style to set the language and tonality of your team. Leverage your expertise to tap into the strengths and opportunities your team members possess. Stay a catalyst symbolizing growth, tenacity and vision, always.

6. leading by example strengthens your character.

 It’s easy for managers to get sucked into the ‘ivory tower’ mentality. If you think you must be managerial, think again. If you avoid pitching in with your team, you’ve a flawed approach in action. Being an excellent boss means walking the talk and leading by example.

As a team lead, you set the standard. Show your team how you want things to be done. Don’t just tell them. Your subordinates are likely to respect you if you act by a rule you designed. Moreover, it inspires your team to invest time and effort into the business vision. 

Employees will buy into the feedback of leaders who step up and show they care. So, be present and stay engaged with your team. Develop an intranet of bonds that equips your subordinates to count on one another. This is how you solidify the trust foundation further.

7. trust bails you out, always.

As a boss, you’re dealing in the currency of trust. There’s a host of ways to earn it. In fact, a bulk of the other suggestions you find on this article revolve around nurturing team loyalty. Why do you have to break a leg for it?

When you team banks their trust on you, they go the extra mile. They think about the business first. You’ll witness effort translating into business reality. Your bottom lines shows a spike. And more importantly, your workplace suddenly turns productive through real-time inspiration.

Wouldn’t you want your team to inspire your organization? If you want culture to be cornerstone to business growth, you make it the primary determinant with people who trust each other and champion aid in any format, whenever needed.

8. don’t make praise taboo.

 Most bosses zero in on what’s wrong. They spend time lecturing their team about the ‘right way.’ Don’t be a leader who focuses on the problem. Switch your attention to solution. If you repeat the problem in a way that reflects your team’s incompetence, it stirs resentment.

Instead, work with you team to device steps to address the issue at hand. Talk to them about the learning you gathered. And, treat every fallout as an opportunity for improvement. Conversely enough, don’t fall back on praises as your tool, too.

Recognizing the efforts of your team should be a form of communication. Not a bait. When your team member goes above and beyond for a project, give them a shout out. This doesn’t warrant doing away with constructive feedback when needed.

What does this mean? You balance the good with the opportunities for growth. This is a subtle reminder that your team, including you, are on your way to turn mundane into a masterpiece. That said, preluding a clear and productive communication pipeline give you the edge of being a great boss.

9. a resourceful boss sets reasonable goals.

Mapping goals for yourself and your team is the inevitability, at all times. It’s the only way forward. A team with no goals and key performance indicators will fall behind. They go adrift on a wander without a purpose.

Make certain that everyone has something to work towards. Having said that, don’t strategize your team goals in isolation. Take stock of your team’s capabilities. Create a holistic goal chart that plays to your team’s strength.

However, this can’t be done alone. Talk to your team members. Furthermore, understand what they believe is a clever growth trajectory for the business. Match that purpose with a plan populated with short- and long-term goal metrics.

What’s more? Go back to you team. Ask for corrections. That way, you know if all of you’re on the same page or they need some more mentoring.

10. train your team to solve real-time problems.

As a boss, you don’t have to deal with every problem yourself. If you’ve kept up with this guide, you get that your team is your best asset. If you believe you’ve hired talented people, you’re pod is self-sufficient.  Trust this: your team is as capable of solving problems as you’re.

You shouldn’t have to jump in to put out fires. Not when you’re surrounded by experts. This should be a delightful element for a boss like you. What’s more? We’d love to hear your take on your stellar management style.

Talk to our expert talent consultants today. Discover the primary drivers shaping the modern workplace. Let’s build a foolproof talent strategy together.