Assessing the Managers

The bottom line is that the Managers need to understand that the assessment can provide an insight into how well they lead and manage, and also an insight into how to motivate Employee productivity – one of their key responsibilities. The Manager sets the tone and the overall feeling of community in their departments. If it’s a community of inclusion, the better the results; exclusion, a worse result.

*The Manager needs to be aware that certain Manager attributes create a negative rippling effect among the workers. People will perform poorly if they feel:

• Left out and disconnected
• Envious of others
• Not good enough or of lesser value than others or their own esteem
• Resentful to the Manager
• Finally becoming resigned to having low morale; putting forth less effort
• No use in trying; certainly not innovative, customer-focused or a team player

*Exerp from The DNA of Leadership, Judith E. Glaser

As you process the results with the Manager, your conversation might open up deeper insights into other issues facing the Manager, such as their lack of empowerment – and the Manager’s lack of empowerment might be caused by issues arising from further up the chain of command. All the Coaching Conversations you will have will provide a view into issues that impact the whole organizational community such as low morale, confusion or failure to provide direction – more rich areas to be explored. As HR, your role is also to be the voice of the Employees; that includes Managers.