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6 habits of the most successful young managers

Business Insider 14/09/2015

People remember a good manager from early in their careers. © Provided by Business Insider People remember a good manager from early in their careers. Remember your 7th grade math teacher, who introduced you to algebra for the first time? Of course you do.

Similarly, people remember a good manager from early in their careers.

A good math teacher can make uncharted terrain and new intellectual topics approachable, good-challenging, and confidence-building.

A good math teacher makes her students want to stick with it, for the short term and the long-term. Same goes for managers.

Below, soak in six things successful young managers do to motivate and teach their teams—while also knowing when to give them space to do their best work.

1. They give up their “work FOMO.”

“I have a fear of missing out (FOMO), really in every aspect of life. I didn’t know that I had work FOMO, too. I needed to give up some of the responsibilities I had in order to allow my team members to learn and grow in their roles. I didn’t want to be a micromanager! Every member of my team adds so much value to the creation and execution of our strategy. I don’t know everything, and I can’t do everything myself.” — Katie Wiebusch, 24, director of franchise consulting at Pure Barre

2. They communicate the company culture and a love of the work.

Make the work fun (for your own sake too!) as much as you can. © Caiaimage/REX Shutterstock Make the work fun (for your own sake too!) as much as you can. “I feel very strongly about leading by example. I want employees to be as passionate as I am about the company we are building together, and make sure that they see my dedication to the cause through the work they see me do. Make the work fun (for your own sake too!) as much as you can, because people work harder if they get joy out of what they are doing.” —Nicole Gardner, 29, chief operating officer at Dormify

3. They know the job isn’t just to put out fires — it’s also to put a spotlight on good ideas. 

“Remember that your team is looking for your support, and not just when they need help. I need to remember that they are looking to me for guidance and feedback when they’re doing their best work, too. Sometimes people need advice or ideas and don’t even realize it, so don’t cancel 1:1s. When things get crazy, they can be the easiest meetings to push off, but they’re so important.” —Tessa Wolf, 30, creative director at Framebridge

4. They encourage their team members to ask themselves, “What am I learning? Am I growing as a person?”

Help your team see and recognize the learning opportunity everywhere. © Image Source/Rex Shutterstock Help your team see and recognize the learning opportunity everywhere. “A big, big value at our company is learning: learn by doing and by trying new things. I want to help my team see and recognize the learning opportunity everywhere. Starting out in your career, you’re asked to do new tasks and they’re often things you’ve never done before. This is where you can encourage people to take inventory: ‘What am I learning, where I am growing?’ When people do this, they can see the contributions they’re making to their own success and across the company as well.” —Meghan Gage, 28, senior associate, public relations at GrubHub

5. They nurture their team members’ careers.

“I don’t think I would have expected to feel so responsible for the career development of each person on my team. Yes, I manage their day to day work and output, but I want to make sure I’m also managing a clear career path for them as well. As the company grows, they should too.” —Ashton Wall, 26, director of customer marketing and brand at Tradesy

6. They make sure their staff feels valued.

“It’s important for a manager to create an environment where employees feel that their opinions and contributions are valued. Employees who are highly engaged will do whatever it takes to ensure the success of the team.” —Janet Park, 30, manager of marketplace operations at Poshmark

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