Paul: I believe what makes a great manager is the ability to provide constant coaching and feedback to help an employee develop and grow. This requires open, honest conversations with the employee about what is working well and where there is opportunity to improve. As a manager, you should hope that every employee under your leadership becomes a stronger professional.

George: It’s the ability to recognise and utilise the strengths of individual employees. Great managers instinctively pick up on the strengths and weaknesses of their employees. They are able to apply these strengths in a way that is beneficial to the company. No two employees are the same: individuals can be much more effective when their strength is used to their advantage. A good manager also adjusts management style to different personalities.

Emily: Fantastic managers earn respect by being humble. They roll up their sleeves and work with the team by brainstorming and sharing ideas to work through complex issues. Great leaders are honest about the fact that they don’t know every answer, and that they have to check information out or refer to someone else with more specialised knowledge.

Michele: I’d say there are several points. Firstly, a good manager needs to understand the objectives set out, and to help his or her team to understand and achieve those objectives. Secondly, a good manager should be firm, but listen well, and be demanding of the team and of his or herself and lead by example.

Paul: For me a good manager is a motivator, a guide and a supporter. They show their employees the heading, and inspire the team to do their best to get there. They provide the means to do so, both in materials and training. The team should want to please their manager, not out of fear of reprimands or reproach. And a manager should praise them when they do things well.