One test of a great manager is how well he or she knows his or her team members. If you can answer most of these questions about your employees, then you are on the right track.
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Great managers take the time to really know their employees. They make an effort to understand their team members well because of their personal interest and investment in the growth and development of their team. How many of you take the time to sit down and have a meaningful conversation with the employees you lead? The extent of your ability to answer these questions about them well and accurately will more or less reflect on how much you truly know the people you lead.
What are their long-term professional goals?
Managers who are invested in the professional well-being of their team members are aware of their long-term goals. Knowledge of this will allow them to delegate relevant work or projects to their team members.
What are their strengths?
Knowing the strengths of team members can help managers to optimize efficiency. Playing to the strengths of members can also prove to be useful in improving employee engagement, emphasize on accountability and ownership, increase trust, etc.
What are their weaknesses?
Knowing the individual weaknesses or areas of improvement for each person in a team is crucial for every manager. This will also help managers identify areas where training and learning initiatives will be most effective.
What feedback do you have?
A manager who doesn't ask for feedback is on the wrong track. As a manager, you need to make it a point to ask your team for feedback regularly about your management, the various processes or practices you have in place, etc.
