The 6 key skills of modern managers

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You sometimes hear that people are either naturally gifted for management or not. For Quentin Demeestère, co-founder of Popwork, it comes down to six key skills:

1. Giving your team a clear vision
2. Supporting your colleagues day to day
3. Giving autonomy and trust
4. Listening, listening, listening
5. Sharing regular, constructive feedback
6. Setting motivating, realistic goals

Master all six and your team will be efficient and highly engaged. Neglect one, and there’s a good chance your team will become demotivated, frustrated, overwhelmed, or stop growing.

1Vision

Sharing a vision with your team is not just good management practice; it is a strategic necessity. Everyone works coherently toward a common goal, with more motivation, a stronger company culture and more innovation.

• A common direction: the vision gives the whole team a course. Without it, each person may pursue their own objectives, at the expense of cohesion and efficiency.
• Motivation and engagement: an inspiring, shared vision gives meaning to the work. People put in more effort when they understand the impact of their work within a broader frame.
• Decision-making: when the team faces choices or challenges, the vision is the yardstick for weighing the options and picking the best path. Decisions stay consistent with long-term objectives.

Tools at the manager’s disposal

• Share clear individual or team goals
• Hold regular team meetings that restate the vision
• Run an offsite day or workshop on the team’s goals

2Support

A manager who supports their people day to day plays a crucial role in the success of the team and of the organisation as a whole. This support builds a positive culture where motivation, productivity and innovation can flourish.

• Productivity and quality: people who feel supported are more engaged and more productive. Close to the team, the manager quickly spots and solves problems that affect the quality of the work, and gives constructive feedback in real time.
• Team cohesion: a manager who actively supports the team fosters trust and mutual respect. That strengthens collaboration, which collective projects depend on.
• Preventing burnout: by watching for signs of overload or stress, a manager can step in early to adjust workloads, encourage breaks and promote a healthy balance between work and personal life.

Tools at the manager’s disposal

• Set up 1:1 meetings with each team member
• Regularly check in on how people feel and on their workload
• Be available in person and on instant messaging

3Autonomy

Promoting autonomy benefits each person, and it also lifts the company’s performance and its capacity to innovate. A management style that values autonomy creates a dynamic, resilient and flexible workplace, ready for future challenges.

• More efficiency: free to manage their time and projects, people work more efficiently, organising their tasks around their strengths and their own rhythm.
• More engagement: people who control their work and make decisions are more motivated. They feel more involved in the outcomes, which raises their job satisfaction and commitment.
• Preparing future leaders: autonomy builds decision-making, problem-solving and project management skills. It prepares a new generation of leaders within the company.

Tools at the manager’s disposal

• Set clear goals for each person
• Delegate progressively
• Set up 1:1 meetings or coaching sessions

4Listening

For a manager, mastering active listening, nonviolent communication and constructive feedback is more than good people management: it is an essential strategy for building strong, innovative and resilient teams.

• Trust: active listening shows team members they are valued and respected. The mutual trust it builds is the foundation of effective collaboration and of open, honest communication.
• Problem-solving: by listening carefully and understanding everyone’s perspective, a manager pins down problems, concerns and obstacles more accurately, and solves them more effectively and creatively.
• An inclusive, supportive workplace: active listening and nonviolent communication create a climate where everyone feels safe to share ideas and concerns. Diversity of thought, innovation and collaboration follow.

Tools at the manager’s disposal

• Practice active listening
• Master the art of feedback and nonviolent communication
• Be available to the team, in person or remotely

5Feedback

Managerial feedback is an indispensable tool for developing individual and team performance, motivating and engaging people, and promoting a positive company culture. It is a key driver of long-term success and growth.

• Better performance: feedback shows how the work is perceived and what is expected. Knowing their strengths and areas for improvement, people can adjust how they behave and how they work.
• Clear expectations: feedback clarifies expectations between the manager and the team, so everyone works toward the same goals. It prevents misunderstandings and mistakes, and keeps the team’s efforts aligned with the company’s strategy.
• A stronger culture: regular, constructive feedback builds a culture of recognition, continuous learning and personal growth. That attracts and retains talented people who want to grow and excel.

Tools at the manager’s disposal

• Practice instant feedback
• Use 1:1 meetings as a time to share feedback
• Run retrospectives on projects or individual goals

6Goals

Goals set with the OKR (Objectives and Key Results) or SMART (Specific, Measurable, Achievable, Relevant, Time-bound) methods do more than set a course. They build stronger, more focused and more engaged teams that reach high performance while staying aligned with the company’s vision.

• Clear direction: with OKR or SMART goals, everyone knows what they need to accomplish. Effort and resources go to what truly matters for the expected results.
• Accountability: specific, measurable, time-bound goals make each person accountable for their progress. They encourage ownership and self-assessment, both key to professional growth.
• Collaboration: when goals are clear and shared, people see how their contribution fits into a common goal. Teamwork and mutual support grow stronger.

Tools at the manager’s disposal

• Define goals with the OKR or SMART methods
• Share team goals transparently
• Ask for regular goal updates throughout the period