Do you believe you are a great manager? 3 questions to find out…

A study shows that 50% of all staff rate their manager as average while 20% rate their manager as good, 2% rate their managers as great and 25% rate their manager as fair or poor.

Do you know which category you are in?

Most managers when polled believe they are in the great manager category. Isn’t that interesting? Where did you think you were in that poll?

Here are eight questions to help you discover where you might be rated.

1) Write down the business related method that your people most readily use to connect within the office.

What that means is do your people connect with other employees by how volunteer to help out? Do they connect with a physical connection like putting their hand on the other persons shoulder when they talk? Do they use small gifts and bring candies or food into the office to share? Do they just spend time chatting at another’ desk or cubicle? Do they compliment their coworkers and how they might do their jobs?

You as a great manager should know the method your people utilize  to connect and if you don’t you probably need to pay closer attention before you claim to be a Great Manager.

2) When your employees have a situation and you need to discuss something with them what is your method of doing that?

It is a proven fact that when employees are called to the the managers office they immediately think it’s a negative situation and they suffer increased anxiety especially if they are notified to come in at a specific time. Then they internalize those emotions the entire time they are waiting and their productivity as well as their attitude suffers the entire time they are waiting. So if you want to talk to your employees it is the recommended method to approach them at their work station and if a more private setting is required to take them aside without the march to the ‘principals office’.

To be a Great Manager you need to understand how your employees feel and make them feel comfortable even in uncomfortable situation.

3) When there is a conflict between employees how do you handle this conflict?

So many times the managers try to get involved by telling them not to have this conflict. To get over it. To put it aside and just get along. But the real answer lies in the true approach to handling conflict. Find out the real reason it is happening. Take them both into a room, sit them down and say, no matter what you say it all stays in this room. Now, let’s find out what’s really bothering you both. Hash it all out. If you think you need an HR person in there with you, bring them! But it should be simple… finding out their differences, ironing out those things and seeing if you can help the deal with their situation.

That then is the true test of a Great Manager.

More things about what makes managers great will be coming next week. Just subscribe and get my next issue in your inbox and stop by http://www.mentalprosperityblog.comand see what else is happening.

Steve Sapato


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