If you really want to know how subordinates perceive you as a leader, formal evaluation is not enough. The Harvard Business Review website published the following tips for obtaining honest feedback and deepening trust between managers and their staff.
1. Ask them
Your staff should not be afraid to disagree with you or propose alternative solutions. Ask them for this and prove by your behaviour when accepting criticism that there is no reason to be afraid. During group and personal meetings, ask what they think about your decisions and whether it might be better to do something else.
2. Pay attention to body language
Only true masters can control their body language so perfectly that it's impossible for others to tell what they really think and how they feel. Your employees can deliberately keep silent, but just watch their faces and body movement. Warning signals of employees' critical attitudes include, above all, when they look down at the ground or completely avoid eye contact, they suddenly fall silent or start acting significantly defensively, even though they do not normally behave like this.
As soon as you notice such signals, confront them. You may, for example, ask directly at a meeting: "How should I interpret your silence?" or "I feel like I said something you disagree with. Will you help me understand?".
3. Look for more explanations
We all tend to interpret our own behaviour in a positive light. However, try to think about what is happening around you in a broader context. Look for more possible explanations than just the fact that you are acting properly and others understand why you are doing it. Maybe they do not understand quite so well. At the same time, however, do not be too critical towards yourself. Do not automatically doubt all your decisions.
4. Ask for notifications of any inappropriate behaviour
Good leaders are aware of their weaknesses. Some may respond too defensively when notified of a mistake. Others may become too impatient when things are going too slowly. Whatever you are like, you should know yourself. You should also inform your colleagues of your weaknesses and ask them to notify you if you yourself fail to realise you are not behaving properly.
Do not forget to apologise for inappropriate behaviour. It's no weakness: on the contrary, you will strengthen the trust of your staff and get rid of some emotional tension on both sides.
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