As a line manager, you have a vital role to play in supporting the health, wellbeing and engagement of those who work for you (your team), and thereby their performance. Managing people well has a range of benefits to you and to your organisation, including better results, preventing people management issues and tackling problems that do arise more effectively; it is also better for your own health and wellbeing.

As explained in the introduction, this quiz is designed to help you reflect on the extent to which your line management approach aligns with the five areas of line manager behaviour that support employee health, wellbeing and engagement.

For each of the statements in the quiz, choose one response option. The whole quiz should only take you a few minutes. When you have responded to all of the statements, press ‘submit’ and your answers will be used to generate a recommendations report. You can then download this report and use it to work through the step-by-step guidance to help you develop your management approach.

Use this quiz to receive recommendations to improve your management approach

1. I take a positive, respectful and open approach to managing my team

This is about giving positive feedback, avoiding blame and criticism, being clear about when people need to make improvements but not focusing on mistakes. It is also about being open to other ways of doing things and different perspectives, consulting people and respecting their views.

2. My team see me as calm, consistent, fair and kind

This is about being able to stay calm in pressured situations and managing your emotions, taking a consistent approach to managing people, and being fair and kind in your interactions with people.

3. I am comfortable managing conflict and dealing with people management issues

This is about taking an objective approach to employee conflict, dealing with it as soon as it arises and following through to make sure it is resolved; it is also about addressing people management issues (such as bullying and unacceptable behaviour) in a supportive way and getting support yourself if needed.

4. I am clear with my team about what is expected of them and how they are doing

This is about clarifying employees’ role requirements and expectations, understanding their role, your own role, and relevant process and procedures, and communicating whether employees are on track.

5. My team know they can rely on me to give advice and take responsibility

This is about taking the time to give employees clear, specific advice when they need it; it is also about taking responsibility for decision making, problem solving, follow-up and planning.

6. I build and sustain good relationships with all the people in my team

This is about interacting with employees at a human level, showing concern for their wellbeing, being interested in them as individuals and providing regular opportunities to speak one-to-one

7. I support people in my team to develop in their careers

This is about taking time to discuss career development with team members and actively supporting them, for example, through offering opportunities for career progression, arranging time off for development and arranging development activities.

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