As a GM, PD, OM, or GSM it can be difficult to judge your own performance. I thought my first time as a manager would be a breeze, but I quickly found out it’s more than just managing tasks, deadlines, content, and meetings.
I quickly learned that “leading” is more about inspiring, empowering, and supporting the team. But how does one determine if they’re doing a good job or not?
In reality, the role requires “people” skills over anything. I often quote a manager of mine who joked, “I’d be a great manager if it wasn’t for people!” Those who have worked with me have heard that same joke, as well.
So, what key indicators can help evaluate your effectiveness and identify areas of improvement? Here are a few:
The most telling sign of good management is “employee satisfaction.” Are the team members with whom you are surrounded happy and engaged? My own experience suggests it’s the number one indicator of effective leadership.
I have worked hard over the years to make this a top priority. Team surveys, one-on-ones, and even informal conversations will help you gauge your success or failure in this area. If people feel valued, respected, and motivated, then you’re doing something right.
Are you able to keep people on board for the long term? High employee retention is another sign of quality management. Staying with the organization for extended periods suggests that employees are content with their environment and leadership.
Conversely, high turnover rates may indicate underlying management issues. One of the best adages I have come to regard as Gospel is, “People don’t leave bad jobs. They leave bad managers.”
Do you listen carefully and does your team feel comfortable sharing their ideas, concerns, and feedback with you? If they do, it indicates an open and trusting environment.
Every good manager continuously seeks feedback from employees and is receptive to all their input. This improves internal communication and fosters collaboration and innovation. We all learned a long time ago how important listening is.
Mark Twain noted. “If we were supposed to talk more than we listen, we would have two tongues and one ear.” Albert Einstein had another great quote along the same lines. “We have two ears and one tongue so that we may listen twice as much as we speak.”
Are you setting achievable goals for each team member? When they consistently meet or exceed their targets, it demonstrates that they’re provided clear direction, support, and motivation.
Make sure you acknowledge and celebrate each person’s achievements and hard work. That shows them you respect and are willing to give them credit for their contributions.
The best managers will invest a good deal in an employee’s personal and professional development. If your employees are growing, acquiring new skills, and advancing in their careers, it shows that you are clearly offering the necessary support and opportunities. This process begins with regular discussions about their career goals which helps them create realistic plans for development.
The most effective managers are also skilled problem solvers. Are you able to navigate challenges and identify solutions and prevent escalating issues, it demonstrates strong problem-solving abilities. Additionally, empowering your team to solve problems independently is a sign of good management.
Empathy is another key indicator of good management. Are you genuinely concerned about everyone’s well-being, and do you provide support during challenging times to foster a sense of trust and loyalty?
This is where keeping that door physically open as much as possible really matters! Always be approachable and create a supportive environment where employees feel comfortable seeking help.
My own best managers always provided a clear vision for those on the front lines and in the trenches. If your team understands and aligns with the organization’s goals and objectives, it shows that you are effectively communicating the bigger picture. Regularly revisit and reinforce the vision to keep everyone focused and motivated.
The basics of being a good manager are clear and involve a combination of effective communication, empathy, and a focus on employee satisfaction and growth. By regularly checking yourself and assessing these indicators, you can gauge your effectiveness as a manager and continue to develop your leadership skills.
Remember, good management is an ongoing journey of learning and improvement. A commitment to self-improvement sets a positive example for your team. By the way, if you’re on track to become a manager – work on these traits now and you’ll be well ahead of the game!
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Bob Lawrence writes weekly columns on radio leadership and business. He most recently served as market manager for MacDonald Broadcasting in Saginaw, Michigan. Throughout his career, Bob has held virtually every position in the business over his 40+ year career, from being on-air in Philadelphia, San Diego, and San Francisco to programming legendary stations including KHTR St. Louis, KITS Hot Hits and KIOI (K101) San Francisco to serving as the head of all programming for Saga Communications and working for the Radio Advertising Bureau. Before landing his current role, Bob helped lead Seven Mountains Media’s cluster in Parkersburg, WV/Marietta, OH. He can be reached by email at BGLawrence@me.com.
Bob also honed his research skills over ten years as Senior VP of Operations at Broadcast Architecture, eventually launching his own research company and serving as President/CEO of Pinnacle Media Worldwide for 15 years. Bob spent five years as VP of Programming for Saga Communications before joining New South Radio in Jackson, Mississippi as GM/Market Manager. Prior to joining Seven Mountains Media, Bob served as General Manager for the Radio Advertising Bureau, overseeing its “National Radio Talent System”.