The consultancy has developed a quiz (see below) to help managers gauge the health of their relationships with their employees and raise their awareness of their strengths and weaknesses. If you agree with the following statement, for instance, you're on the right track: "Once my employees know the desired results, I get out of their way and let them have freedom to do their jobs." If you disagree, you're advised to rethink your approach.
Take the quiz, then ask your staffers to use it to rate your management skills--anonymously, of course. Comparing your responses with theirs will yield valuable info, as well as show your employees you respect their opinions.
Rating Scale
4 = I do this often
3 = Sometimes I do this, but not consistently
2 = I do this only occasionally
1 = I don't do this at all
This quiz was designed to get you thinking about your strengths and the areas where you need to work on your skills. Scores of 1, 2 or even 3 are indicative of areas that you should work to improve.
1. I take time, up front, to describe projects and tasks and set parameters with employees, so they know what is expected and why.
2. I give my employees positive reinforcement and praise.
3. I give my employees clear, honest feedback and coaching.
4. Once my employees know the desired results, I get out of their way and let them have freedom to do their jobs.
5. I give my employees "face time," both one-on-one and in team meetings.
6. If one of my employees gets off track or makes a mistake, I use it as a teaching opportunity.
7. I share information freely with my staff and encourage open dialogue and participation.
8. I get things done quickly and effectively, avoiding hiding behind bureaucracy or policies.
9. I ask for my team's input, especially on decisions that will directly affect them or their work.
10. I spend more time with the good performers than the poor ones.
11. I address poor performance and make sure that each individual has a clear plan for improvement.
12. I monitor workloads and avoid overloading good performers to the point of burnout.
13. I take time to find out every employee's career and job goals and encourage them to work on tasks and projects that will stretch them toward those goals.
14. I try new ideas"whether they are mine or from someone else.
15. I reward healthy risk-taking, and I'm careful not to punish good effort.
16. I seek input from my employees on ways I can improve as a leader.
17. I enjoy giving my employees visibility and sharing credit with them.
18. I spend more time working with people than working on paperwork.
19. I treat all my employees with respect and dignity.
20. I encourage a fun sense of community in my work unit.
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