If so, you’re probably a better-than-average leader who takes the time to observe body language, facial expressions, and tone of voice, so you can tell when someone’s frustrated, confused, or just plain upset about something that’s happened.
But even in the best of manager/employee relationships, you’re probably not going to get the type of in-depth honest feedback that might help you make real changes. Even in organizations where 360-degree reviews are consistently used, feedback isn’t always timely – or completely honest.
So what’s a manager to do when s/he wants to improve?
It goes back to observation, and to caring about what your team thinks and feels.
It’s not hard to learn how people act when they’re upset, hurt, frustrated, or angry.
It’s not hard to notice when something you’ve done has triggered their reaction.
It can be hard to be honest enough with yourself to acknowledge the connection between your actions and their reactions, and to be vulnerable enough to explore how you might do things differently in the future.
The results are worth it. Studies show that an individual’s manager is the single biggest contributing factor to their engagement and success. Your growth and the relationships you create will improve productivity and your team’s ability to meet objectives.
And your workplace will become more satisfying and meaningful for you as you focus on having an ever-more-positive impact on the people around you.
Recommended training resource: The new Leadership Feedback video program offers a lighthearted look at six serious topics that can severely impact productivity and employee morale – and shows ways that a leader can learn what people are really thinking, but won’t necessarily tell you.