5 Management Readiness Assessment Questions
Management Readiness Assessment Questions
As you reflect upon your role as a manager, how good a job do you think you’re doing? And what would your employees say?
They may well like you as a person. But what matters more is whether or not you are leading them in a way that engages their full commitment, supports their success and delivers on the business goals you and your company have set for your team.
How to Informally Assess Yourself As a Manager
Here are five questions you can use to informally assess yourself as a manager. If you are a new manager, this list is one you can use throughout your career. The better you are at following these indicators of good management, the more successful you will be.
#1. Do I Truly Care About My Team Members?
The best new managers genuinely want to learn about their employees…both personally and professionally. They want to know what their workers are interested in, where their talents lie, and what motivates them. They understand that when they match their employees’ interests and talents to the job, engagement increases.
But it’s not just about getting more out of them. It’s also about building trusting relationships that increase cooperation, understanding and trust among team members.
#2. Do I Encourage Questions and Input?
Managers who invite ideas about how to do things better show that they value the thoughts and feelings of their workers. This encourages a steady flow of fresh ideas and an open forum where issues can be raised, discussed and solved early on.
#3. Do I Expect Accountability and Demand It of Myself?
Once goals, roles, responsibilities and expectations of behavior are clear, each member of the team should be held accountable for their actions…this includes you as the manager. That means that each worker must measure up and, if not, face proportionate consequences.
#4. Do I Recognize and Reward Excellence?
The flip side of holding your employees accountable is recognizing them for superior performance. Recognition can be as simple as a public “shout-out” or as tangible as a bonus or special perk. The key is to make the reward meaningful to the recipient.
#5. Do I Encourage a Sense of Fun and Camaraderie?
Yes, work is work, but it need not be grim. In fact, the more people enjoy themselves on the job, the more eager they are to put in their best effort. Team spirit is built not only through achieving team goals but also by having fun together.
Plan a day at the park, a celebratory dinner or an afternoon at the bocce ball court. The break from routine will do you all good.
The Bottom Line
How did you rate yourself as a manager? Few new leaders are great at each and every “good manager indicator.” But now you know where to focus and what you can do better.
To learn more about being an effective new manager, download The Six Management Best Practices that Make the Difference Between Effective and Extraordinary