A Good Manager
The best managers genuinely care about the wellbeing of their team members in addition to each individual’s level of engagement on the job and productive results. These leaders stay closely connected to their employees, so they are aware early on of any problems or issues.
But what if, for whatever reason, you as the manager are the issue? How will you know if you are doing a good job or not?
The difficulty with managers simply asking for feedback on how well they are doing is that they are unlikely to get any critical or constructive responses. As approachable as you may try to be and think you are, employees rarely feel free to share complaints about the way you are managing. Think about it. How comfortable are you at expressing your dissatisfaction with your superiors directly to them – even when asked?
So, what do you do as a people manager who would like to get valid and useful feedback without the help of reviewing and acting upon employee engagement survey results?
3 Tips to Solicit Constructive Feedback as a Manager
Management training program experts know that it is all in the way you ask for and respond to feedback. Here are three tips on how to solicit feedback in a way that will provide helpful information on how well you are doing and how you can improve as a manager. The first two tips can be used as part of your 1×1 meetings with your direct reports.
The Bottom Line
Wouldn’t you rather be aware of what your team may view as shortcomings? Or would you prefer to remain unaware of irritating problems that could grow into major issues? Be the best manager you can be by learning more about whether or not your team thinks you are a good manager. To learn more about if you are a good manager, download 5 Management Misperceptions that Slip Up Too Many New Managers
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