Quiz – How Are Your Management Skills?
Managers are a key part of any organization. Good managers can have a huge positive impact, and are a reason employees stay at companies. Bad managers can do a lot of harm, and are a reason employees leave.
Business Management Daily, a division of Capitol Information Group, Inc. provides a quick 50-question quiz focusing on 10 management categories for you to grade your management abilities and skills.
In the spaces below, provide a rating based on the following scale:
2 = I regularly do this
1 = I sometimes do this
0 = I never do this
1. Constructive Feedback:
____. I schedule one-on-one check-ins with each direct report to provide individualized, constructive feedback.
____. I offer employees specific comments and examples rather than vague statements so they know exactly what they are doing well and what they need to improve upon.
____. I deliver objective, respectful feedback so as not to treat someone like a child or let emotions get the best of me.
____. I complete formal performance reviews in a timely, thoughtful manner.
____. I ask team members for constructive feedback on my leadership style so that I know what I’m doing well and where I can improve.
Total for Category – Constructive Feedback: ____
____. People can count on me for timely responses to their questions.
____. I have a system in place, such as a daily email blast, that ensures all staff members receive pertinent news whether they work on-site or remotely.
____. I sit down to go over priorities with individual staff members to ensure each person understands exactly what he should be accomplishing.
____. After talking to an employee, I ask them to summarize the conversation or restate important points so that I’m certain the person truly understands.
____. I make a point of being the best listener possible by giving others in a conversation my undivided attention.
Total for Category – Communication: ____
____. Meetings I call have a set agenda and purpose.
____. My direct reports know our performance goals and the steps needed to reach them.
____. From information to objects, I can find what I need pretty quickly in my workspace.
____. I break down projects into manageable parts and check-in with relevant employees at preset intervals.
____. I maintain a master calendar to manage time and stay on track.
Total for Category – Organization: ____
____. I possess clear standards regarding office conduct and am not afraid to call out inappropriate behavior.
____. I realize my job sometimes involves delivering bad news, and I know how to convey such information in a direct, mature way.
____. I enforce rules without being swayed by excuses or employee drama.
____. I am able to admit when I have made a mistake, and I apologize appropriately.
____. My team members can count on me to stick up for them in company meetings or in exchanges with clients.
Total for Category – Backbone: ____
____. I realize the importance of a direct manager’s presence on a new employee’s first day and make certain I’m available on the start date.
____. I encourage existing staff members to personally reach out to welcome a first-time employee during the person’s first week.
____. I follow a formal onboarding program that ensures job duties, human resources paperwork, and the like are covered when someone starts a new job.
____. I know that new employees like to have someone at the company besides a manager to turn to, so I assign a mentor during the first week.
____. I welcome the eagerness of new employees and am certain to provide meaningful work for them to do from the first day on.
Total for Category – Onboarding: ____
____. I make a point of walking around the office just to get a feel for how things are going in the workspace.
____. I have a solid grasp of the strengths and weaknesses of my team as a whole as well as of individual team members.
____. I understand we all are not motivated by the same things, so I try to figure out what will spur each individual to maximum performance.
____. At any given time, I have a pretty good sense of the mood of my staff.
____. I know enough about each team member to sit down and hold a friendly, individualized conversation about something other than work.
Total for Category – Awareness: ____
____. I admit when I don’t know something.
____. I am comfortable delegating work and giving stretch assignments because I know my direct reports will seek me out if any problems arise.
____. I hold everyone on staff to the same standards and do not play favorites.
____. I avoid micromanaging and instead encourage check-ins with me as needed.
____. I maintain an open-door policy.
Total for Category – Trust: ____
____. I smile and greet each team member every day.
____. I value teamwork and roll up my sleeves to pitch in however I can during busy times.
____. I give credit where it is due.
____. I say thank you and sincerely mean it.
____. Whether a mistake is mine or someone else’s, I treat it as a learning experience, focus on improvement, and move on.
Total for Category – Attitude: ____
9. Work-Life Balance:
____. I understand the need for flexible scheduling and do what I can to accommodate employee requests.
____. I do not send emails or texts in the evening or on the weekend because people need time to unplug, and I only call their cell phone if there is a true emergency.
____. Except in extenuating circumstances, I grant vacation time without a problem and try exceptionally hard not to bother the person who is away.
____. I encourage sick employees to stay home and get better.
____. I do not leave PTO on the books; I take days off in order to recharge.
Total for Category – Work-Life Balance: ____
____. I talk to other leaders at the company to learn more about the organization as a whole.
____. I maintain a relationship with a reliable mentor.
____. I read trade journals, attend industry conferences, or take professional development classes to keep my knowledge up-to-date.
____. I make time to expand and solidify my network.
____. I take time out to brainstorm.
Total for Category – Growth: ____
Tally Your Total Score:
____ Constructive Feedback
____ Work-Life Balance
____ Total Score (10 Categories)
Evaluating Your Score:
The successful manager checklist has a maximum score of 100 (10 points maximum per Category). Think of your overall number as a percentage. Then, just like when you were in school, convert to a letter grade to judge your performance:
A = 90-100
B = 80-89
C = 70-79
D = 60-69
F = < 60
If you have achieved a high score, congratulations!
If you are dissatisfied with your grade, look back through the manager checklist quiz. Were there certain categories in which you did not score many points? If so, set goals to improve in these areas.
Another great exercise would be to share your quiz answers and results with your direct reports. Do they agree with how you rated yourself? Or, you can ask them to rate you and compare how they scored you versus how you scored yourself. What a great way to open up a good dialogue with your team!
hrnewslibrary.tradepub.com, 3/24/2022. “How to be a superstar manager”, by Business Management Daily, a division of Capitol Information Group, Inc., 2021.
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