Four Questions Every Manager Should Ask Themselves 

I recently read a fascinating article in The Economist about the four questions every manager should ask themselves. The article addresses the challenge of time management for managers who juggle their responsibilities with supervising others and navigating bureaucratic tasks. You can access the full article here. Below is a summary in case you can’t access it:

  1. “Would I hire this person again?” This question helps managers assess whether their current team members are a good fit for their roles and whether they would make the same hiring decisions based on what they know now. If not, it may prompt necessary feedback and a reevaluation of the team.
  2. “How often am I hearing dissent?” Inspired by Amy Edmondson’s work on psychological safety, this question helps managers gauge whether their team feels comfortable expressing differing opinions and whether they are fostering a culture of open debate.
  3. “What should we automate?” With the rise of artificial intelligence, managers should regularly consider automating repetitive tasks to boost productivity and morale. This should be approached centrally to avoid inefficiencies from fragmented automation efforts.
  4. “How many people are leaving my team?” Managers should be aware of turnover rates and avoid hoarding talent. High promotion rates within a team can attract quality candidates and contribute to organizational success.

Numbers two and four caught my attention. For number two, if everyone on your team is a “Yes Sir or Ma’am,” then you have a problem. It’s healthy to hear pushback on a leader’s ideas from time to time.

Number four is also very important. A manager who aspires to be a leader needs to promote quality people. Sometimes a promotion opportunity arises in another area within the company, or perhaps with a competitor, and it’s okay to let them pursue that opportunity. Remember, one of the attributes of a good leader is ensuring the professional growth of your team. If you are hoarding talent and blocking their progress, then you have a problem. Talented people will leave your organization if they sense that you are not looking out for their best interests.

I know there are some leaders and managers in my WP community, so I thought I would share this information with all of you.

40 thoughts on “Four Questions Every Manager Should Ask Themselves ”

    1. Thank you, Selma. Well, we’re almost there with AI. I have a Roomba robot vacuum, and I can tell Alexa to vacuum the floor anytime or schedule it for any day of the week. We’re getting very close! I’m retired now, but I think I do more managing than I did when I was working. 😂

      Liked by 1 person

      Reply

  4. This is a good post. What sticks out to me the most is number two. Dissent is definitely a sign that something needs to be addressed. It is important to remember that in addressing that issue keep in mind some people are unhappy no matter what you do. Balancing that can be challenging.

    Liked by 2 people

    Reply

  7. Very interesting points, Edwards. Even if we are not managers in a company, we are all managers of our lives, and these questions turn out to be relevant for our personal progress. It may clarify a lot on how we interact with others and organize and delegate our tasks. Thank you for sharing! Sending you light and blessings; have a wonderful weekend! 

    Liked by 1 person

    Reply

  10. Thanks for this article summary. I think 1,2 and 4 could be applied to relationships as well. Would I choose this person again? 2. Do they let me know any changes they’d like? 4. Could be phrased as Do we spend enough time together. A State of the Union focus. : )

    Liked by 1 person

    Reply

    1. That’s an excellent point, Rebecca. Even Number 3 can be applied to relationships. Should we buy a Roomba robot vacuum cleaner and program it to clean the floor daily? Or what about setting up a Google family calendar to sync events? By the way, we have a Roomba, and it’s awesome.

      Liked by 1 person

      Reply

    1. “I have seen some horrible work environments where voices are suppressed and people are intimidated. Leaders, often from outside organizations, need to check to ensure that the environment is not toxic and that people feel safe to speak their minds. It doesn’t make sense, but sadly, it happens a lot.

      Liked by 1 person

      Reply

  12. I agree, Edward. I think questions 2 and 4 are by far the most important. If your colleagues don’t feel supported and feel like they’re fully participating members of the team, you’re not doing your job.

    Liked by 1 person

    Reply

  13. It is seldom that everyone agrees. They might be saying yes in public, then the dissent comes in private. I have worked places where people were never promoted. Eventually they moved on to bigger and better things. Very accurate!

    Liked by 1 person

    Reply

    1. Thank you for sharing this, Melissa. I personally never disagreed with my boss in front of others, but I always told him or her face to face afterwards. I usually explained my point of view and provided recommendations. Some listened and others didn’t, but if I noticed something out of place, I felt obligated to say something. I always followed my gut, which got me in trouble a few times. Some of my former bosses got into trouble, and then they came back to ask me for help. I told them, “Well, you should have listened to what I said then. Now it’s too late, Sir or Ma’am.”

      Liked by 1 person

      Reply

Leave a reply to SanVercell Cancel reply