What makes a great boss? 8 true tales that answer this question

What truly makes a great boss? Is it about how well they hit targets or balance the books? 

No, we don’t think so. 

With statistics showing that employees are three times as likely to explore their options if they don’t feel supported at work, being a great boss should instead be about something far deeper, far more profound – it should be about people. About the way managers and leaders create a workplace where every member of the team feels valued, supported, and inspired. 

In this article, we’ll delve into the powerful personal stories that share the actions and behaviors of eight great bosses from our Endorsed Employers. 

But this is no self-boasting list of personal brand building. No, these stories are instead told through the voices of the people these amazing leaders have had the biggest positive impact on. 

These real, raw anecdotes breathe life into the abstract concept of leadership. We’ll explore the moments of triumph and vulnerability, the instances of guidance and growth, and everything in between. 

American Express | Multiplex | Cisco | Pacific National | Sandvik | Dual Australia | Systra ANZ | Ericsson

American Express

Banking, investment & finance | 10,001+ employees

“Stacey values and respects the diversity of her entire team and creates an environment where everyone feels included, heard, and appreciated. She encourages open communication and collaboration and has created a team culture that is underpinned by mutual respect.

“She’s transparent about team goals and how we can work together to achieve them, offering consistent support and guidance along the way. She also specifically takes steps to seek out and consider different perspectives when making decisions.

“The leadership actions that Stacey demonstrates create a great sense of belonging within the team and a positive working environment that supports collaboration and authenticity.

“She empowers her team to make decisions, and when required, supports the team through her agile mindset, which fosters a supportive and effective workplace.”
– Bridget

Multiplex

Construction | 1,001-5,000 employees

“Michaela was an exemplary role model, who always led by example. She made time daily to discuss all the issues that I was experiencing and was able to offer practical advice to assist, whilst still allowing me to maintain responsibility for the item.

“She had a refreshing and empathetic approach to conflict resolution, yielding different results to others around her.

“When working for Michaela I felt like an extremely valued and respected team member. She could foster a strong, supportive, and fun team environment.”
– Kieran

“Michaela’s natural approach is to seek a relationship with those around her. She would always check in daily to see what the big-ticket issues were and provide support to escalate if required.

“She continually supports those in the team and approaches the team and myself in a respectful way whilst setting the expectations at the same time.

“She is not one to get emotional and consistently has a positive attitude and approach which gives rise to a good team dynamic and cooperative approach.”
– Tyler

“Michaela is very considerate and compassionate towards her staff and takes time to understand their issues to help resolve them.

“She makes sure that everyone feels included in the project and no one is left behind.
An example of this is organizing regular catch-ups with her staff to ensure she understands their problems and regular checks in to help them if they are stuck or need assistance.

“Michaela’s inclusivity helps to create an environment where staff feel valued, and this helps keep them motivated. She is very understanding when staff are going through a challenging period and takes time to help guide them through it.

“By making staff feel valued this helps to improve performance in the team.”
– Harry

Cisco

IT, digital, & online media services | 1,001-5,000 employees

“Mark manages a diverse, geographically spread team. His advocacy for agility, transparency, and accountability positively influences the team, customers, and wider Cisco business.

“By promoting psychological safety, open communication, and emphasizing excellence and inclusivity, he effectively supports team members during significant life events.

“One example is the support Mark provided during the last months of my pregnancy, parental leave, and return to work last year. A high-risk pregnancy meant I couldn’t attend team building days – but Mark suggested a hybrid option, so I was still involved and sent me a care package to open on the day.

“When my son arrived two months prematurely, Mark swiftly managed my work responsibilities and maintained regular check-ins. He checked in during severe flooding in Auckland and then shortly before my return, to see how I was feeling.

“My first week back, I was offered the opportunity to do a stretch assignment. Mark fully supported this, allowing me the space to do the assignment before resuming my role.

“Within Cisco ‘inclusive communities’ (Employee Resource Groups) play a big role in supporting employees. Back to Business is one such community supporting employees who take extended leave after significant life events. Each year Back to Business celebrates the managers who have gone the extra mile for their team members – Mark received one of seven global awards to recognize his support for me during my time on parental leave.

“In summary, Mark is an exceptional organizational leader.

“He leads with authenticity reflecting Cisco’s ‘conscious culture’, by fostering an inclusive and collaborative team environment.

“An active ally of the Women in CX community, he prioritizes his team’s well-being and encourages their professional and personal development.”
– Lucia

Pacific National

Transport, shipping, & logistics | 1,001-5,000 employees

“Aine consistently demonstrates an unwavering commitment to fostering an inclusive workplace through active engagement and support for Pacific National’s inclusive initiatives.

“Her involvement extends beyond mere participation, she actively challenges existing norms and fosters an environment where diverse perspectives are not only welcomed but valued.

“Aine has been instrumental in supporting affinity groups such as the Gender Equity Employee Network. Her proactive engagement in pushing the boundaries of policy creation ensures that inclusivity is embedded in both organizational initiatives and policies.

“Her leadership not only drives positive change within Pacific National but also creates a work environment that is uplifting and empowering. Working alongside Aine means being part of a team led by someone who values collaboration, innovation, and the unique strengths that everyone brings to the table.

“Aine fosters a workplace where individuals feel a genuine connection to Pacific National’s ‘We Care More’ philosophy and our Values of Kindness, Gratitude, and Curiosity. The sense of belonging that she cultivates translates into increased morale and job satisfaction among team members.”
– Chris

“This is critically important when trying to change the culture or level of inclusivity of an organization.

“A simple example of this was when Aine first took over accountability for the Inclusion and Diversity (I&D) Strategy, she courageously challenged the status quo by creating an I&D calendar of events. This meant the business acknowledged and celebrated things that had previously been ignored or overlooked.

“These types of actions by Aine normalize difference and work towards creating a culture where people can bring their whole selves to work, express themselves and have a sense of belonging.”
– Jane

Sandvik

Manufacturing & operations | 1,001-5,000 employees

“I’ve known Nathan for around 15 years, often leaning on him for support in my previous Sandvik roles – almost using him as a sounding board.

“Because no one quite knows how to challenge you like Nathan does.”

“Since reporting to him in my role as a technical sales representative, it’s a quiet expectation that I get on with my role day to day. But as my manager I know I could call on Nathan for support, assistance, or perhaps to tell him I stuffed up and I feel safe – knowing he would try and find a solution with me.

“Some might take always being challenged as being proven wrong, but I find it supportive knowing that he is thinking of all sides. Perhaps there is an alternative outcome or, even on the occasions you were correct, and he was just confirming your point, it’s a lesson on a different way of thinking.

“Nathan is upfront and direct, but you know where you stand and as long as he has all the facts, he makes me feel like he will always be in my corner. I don’t have to question what my role is or what is expected of me and I know that if I don’t understand something I could call him at any time and ask him for clarification (and sarcasm).

“But it’s clear he doesn’t want to see anyone in his team fail.

“Ultimately as our leader, he is looking for our team to succeed and celebrates in his way.”
– Tawnie

DUAL Australia & New Zealand

Insurance & superannuation | 101-250 employees

Melanie has been described as extremely supportive of new team members, especially when they are learning the new processes and work patterns of DUAL. Melanie ensures all her team are kept in the loop about the different projects happening, as well as any employee benefits that DUAL offers which can assist anyone in need.

During COVID Melanie was a great support to her team, she organized online meetings, constantly made sure everyone was safe, and offered her help wherever she could.

She is full of knowledge and always willing to share her expertise for the betterment of the team.
Melanie is seen to be an influential and instrumental leader at DUAL, many employees who have ever worked with Melanie still view her as an important part of their DUAL life. Not to mention the amazing work she has done to get the Accident and Health portfolio to where it is today.

The outcome of Melanie’s leadership is now a thriving Accident and Health portfolio which has seen exponential growth, as well as increasing market recognition and trust in the DUAL Accident and Health team.

Her team feels proud and grateful to have her as their leader because she supports them and constantly encourages them to develop their skills and knowledge.

Her team is seen to be efficient and effective and loves working in a fun and happy environment.

Systra ANZ

Engineering | 101-250 employees

“We have forged a working relationship based on open dialogue, with the ability to reach out readily, regardless of whether in person in the office or scheduled formal meetings. As a growing and developing organization, the ability to readily react, pivot and adjust is really important.

“Alana joined Systra during the COVID period when parts of the country were still locked down and working remotely. And the trust she gave her leadership from day one has been pivotal and speaks of her leadership style.

“Alana readily looks to understand what is important to the team and looks for ways in which to provide that support.

“This has seen in recent years a much stronger focus on DEI through floating public holidays, international working policies, increased paid parental leave, and volunteer leave. Additionally, a focus on increasing competency and capability with a significant amount of learning and development activities planned in 2024.

“The commitment to the company’s values, with people at the heart, makes me proud to work at Systra ANZ and be a part of the Executive Leadership Team led by Alana.”
– Alison

“Alana wants each team member to contribute and to be heard, to leverage their unique perspectives, experiences, and talents.

“She also shares her own vulnerabilities and is not afraid to ask for help. She is transparent about her constant double duty, being both a CEO and a mother/spouse. Notably, she implemented a fully flexible working policy allowing employees to better fit their time around work and life commitments.

“I have a relationship of trust and respect with Alana. I feel empowered to do my work and I feel comfortable providing honest opinion/feedback as she is a good listener and open-minded. I also appreciate that I can share and be transparent about my own personal challenges/commitments as a father and husband.”
– Johnathan

Ericsson

Telecommunications | 1,001-5,000 employees

“Her approachable nature and open communication style make collaboration seamless. Claire ensures everyone in the team is informed of the latest projects and company direction. She empowers team members and gives them autonomy to execute tasks without micromanaging, which promotes a sense of ownership.

“Claire’s approachability and encouragement instils confidence, motivation, and a sense of belonging among team members. Personally, her transparent communication and trust in our abilities make me feel valued and empowered to excel in my role.”
– June

“She is very detailed with her work, and a very caring and supportive colleague. Claire listens and treats everyone with respect. She provides clear communication and trusts individuals to do their work. Claire helps the team remain focused on the day-to-day complex tasks and takes away the pressure from the team.”
– Judy

“Claire is a role model, allowing the team to work independently without constant supervision which encourages our professional growth.

“Claire is always in a positive mood which encourages me to have a positive attitude and promotes positivity within the team.

“She is always approachable and gives the opportunity to ask questions and express my concerns. Claire is a great inspiration and gives the team motivation to be more productive. She constantly praises the work done as a team and recognizes my achievements.”
– Naga

“Claire is endlessly passionate about our work and inspires a positive and collaborative work environment. Claire is extremely approachable and is always available for a call. She is also very flexible and encourages training and skill development.

“She is a willing mentor to anyone who approaches her. She has fostered a team where everyone is respected and holds one another accountable.”
– Emily