I highly recommend the book "The FIVE Dysfunctions of a TEAM" by Patrick Lencioni. Having been in your shoes in the past, I found the principles in this book very helpful, and in my opinion, dead on. They reflect many of the comments posted to date, reflecting honesty, respect, etc.
Another suggestion, just from my own experiences, I have always tried to manage in a flat management style, as opposed to a hierarchical org. I define the manager position as just another team member, with specific tasks and responsibilities; just as everyone else does. The main principle I have always driven home is that the manager is an employee, just the same as everyone, no more important, and can be talked to 100% honestly by his fellow team members. By and large it has worked well as long as remembered that pledge to my fellow team members. Where it went wrong was the few times I thought too much of myself and did not hold to the pledge to acting as just a team member. And, I regretted it.
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I highly recommend the book "The FIVE Dysfunctions of a TEAM" by Patrick Lencioni. Having been in your shoes in the past, I found the principles in this book very helpful, and in my opinion, dead on. They reflect many of the comments posted to date, reflecting honesty, respect, etc. Another suggestion, just from my own experiences, I have always tried to manage in a flat management style, as opposed to a hierarchical org. I define the manager position as just another team member, with specific tasks and responsibilities; just as everyone else does. The main principle I have always driven home is that the manager is an employee, just the same as everyone, no more important, and can be talked to 100% honestly by his fellow team members. By and large it has worked well as long as remembered that pledge to my fellow team members. Where it went wrong was the few times I thought too much of myself and did not hold to the pledge to acting as just a team member. And, I regretted it.