During my time at Seer, I had the pleasure of working with several managers who were huge catalysts in my professional growth. Below is a list of seven game-changing practices managers can follow for the long-term success and growth of the people they lead.1. Celebrate every small victoryIt's a small commitment with a big payback on the morale and motivation of your team members. I always look forward to producing quality work for managers who take the time to encourage me for my hard work and accomplishments. This can be done in several ways, but here are some examples: Add a quick, encouraging note at the beginning of your comments. It can range from "You are killing him!" or "I can tell how much thought and hard work you put into this." » Reach out to us face-to-face (or via chat) with kind words when you're impressed with your team member's performance in a meeting. For example, if you had a good idea of ​​how confident a member of your team showed up, share it.Use a tool, like small improvements, to publicly praise your team members. We use it at Seer, and it's a great tool because the company can see, like, and comment on public praise.

The writer can also tag specific people (like your other managers) to make sure they see that person is doing a fantastic job.2. Pay attention to how your team members work bestThe best working relationships I've had are with managers who take the time to learn how I operate. This can be done in several ways, including: Set expectations upfront. At the start of each new manager/team member relationship at Seer, we fill out a quick questionnaire and go through them together. This questionnaire allows the manager and team members to get to know each other and define their expectations. These questions cover a wide range of topics, including: What are your professional goals?What hours are you usually in the office?What other projects are you working on?How do you prefer to receive feedback?How do you like receiving instructions? Written, verbal, a bulleted list?Pay attention to how your team members react to your leadership style. As a manager, you likely have many defined beliefs and practices by which you lead. However, not everyone on your team is alike and responds well to your style. For example, note: Does your team member respond well to your feedback method?Do you know how your team members prefer to communicate? Are you following this?3. Continually support the goals of your team members