Being a great manager is about understanding psychology. If you want to inspire, motivate, and connect with your team, you need to know what makes them tick.
Let’s break down why understanding psychology is so important and share some simple ways you can use it to become a better manager.
Why is Psychology Important?
Ever notice how some managers just “get” people? They know how to connect, motivate, and bring out the best in their team.
That’s because great managers use psychology to understand what makes their team members tick. It’s about digging deeper to understand their motivations and using that to help them thrive.
I see this all the time in the leaders who come through our assessment process. Some managers can read the room, pick up on subtle cues, and adapt in real-time. Others seem to miss the obvious signs (though, as a psychologist, these signals might stand out more to me).
Learning the basics of human behavior can help you:
- Build Stronger Relationships: Knowing what drives each team member helps you connect on a deeper level. This builds trust and respect within your team.
- Boost Productivity: When you understand how people think, it becomes easier to give them work that aligns with their strengths.
- Deal with Conflicts: Knowing human behavior can help you handle conflict with empathy and find solutions that work for everyone.
We know how psychology can help managers, but how do they use it?
3 Ways Great Managers Use Psychology
Let’s dive into three simple ways great managers use psychology to their advantage:
1. Understand What Motivates Each Person
Not everyone is motivated by the same things. Some people love recognition, while others get excited about learning something new. Great managers understand this and use it to keep their team engaged.
If you’re not sure what drives each team member, start by having one-on-one meetings. Ask them about their goals and what kind of work they enjoy. Use this to give them work that matches their interests and strengths.
2. Use Positive Feedback
People respond well to positive feedback—it’s basic psychology. When you praise good work, it encourages more of that behavior. I’ve seen managers who get this and use positive feedback to create a more engaged setting.
Make it a habit to recognize achievements, no matter how small. To start, set a reminder to thank at least one team member each week. It can be a quick message, an email, or a mention in a team meeting.
3. Show Empathy
Empathy is key to understanding others. Managers who show empathy create a space where employees feel safe and valued.
Next time you see someone having a hard time, pull them aside and ask, “How can I support you right now?” Sometimes, just listening and offering support can be enough.
By knowing what motivates your team, using positive feedback, and showing empathy, you create a place where everyone feels valued and ready to give their best.
Conclusion
Understanding psychology is a game-changer for managers. It helps you read the room, connect with your team, and adjust your approach in real-time.
Next time you’re leading a meeting or dealing with a conflict, think about the psychology behind your actions. Small changes can make a big difference in how your team works together—and in your success as a manager.
