“I love to be micromanaged,” said no employee, ever.

In contrast, great managers give their people the freedom they crave: freedom to explore their ideas, to take (smart) risks, and to make mistakes. They also provide the physical tools their people need, and allow for flexible schedules and working environments.

In another research project, Google discovered that the single greatest key to a team’s performance was creating a “psychologically safe” environment.

As Google puts it:

In a team with high psychological safety, teammates feel safe to take risks around their team members. They feel confident that no one on the team will embarrass or punish anyone else for admitting a mistake, asking a question, or offering a new idea.

In other words, great teams thrive on trust — and great managers help build that trust.

The best managers are more than star players — they make their teammates better, too.

They do so by setting the right example and getting down and dirty whenever necessary. They’re not afraid to roll up their sleeves and help out, and that motivates their team.

The best managers are great listeners. This helps them to better understand their teams, and show appropriate empathy.

Additionally, good managers realize knowledge is power. That’s why they are transparent and willing to share information with their teams, so their people know the “why” behind the “what.”

Great managers encourage their people by sharing sincere and specific praise. But they aren’t afraid to share critical feedback, too — making sure to frame it in a way that is both tactful and constructive.

They also invest in their people by helping them reach their personal career goals. By doing so, they naturally motivate their teams to give back.

Great managers know exactly where the team is right now, where they are headed, and what they need to do to get there. Through good communication, they help keep the team on track.

They also make sure each team member understands their individual role in executing that strategy.

Great managers understand the jobs of their people, including their everyday tasks and challenges.

If the manager is moved into a new department, he or she will take time to get to know how things are done, and work to build trust before making drastic changes or offering advice.

Bad managers view their team as a silo, working against or even sabotaging other teams within the same company.

In contrast, great managers see the big picture. They work for the good of the company as a whole, and encourage their teams to do the same.