Score final

Ready to test your manager 'mental health' reflexes?

It must be given in the moment to be aligned with the situation

It is based on concrete elements and helps to understand what could be adjusted.

It must follow a 2-part structure: context (past/problem) - resolution (solutions/future)

It follows the 'double-support' method: an area for improvement is framed between two positive points.

For fairness, apply the same motivation levers to everyone

Adapt your communication to each person's expectations, without stereotypes

Value the innovative spirit of the youngest, value the expertise of the oldest

Define common rules by aligning with the expectations of the majority generation in the team

Giving maximum autonomy to your team and only supporting those who are struggling

Favoring a posteriori quality control to avoid errors without inhibiting

Entrusting a mission with a clear framework and follow-up (goal, autonomy, deadline)

Mainly entrusting tasks without strategic risk to your employees to keep control over sensitive missions

Ambitious and stimulating goals set by the manager

Comfortable working conditions and a good team climate

Autonomy, meaning, and a sense of progress

Look after their own balance, as their state directly influences the team climate

Make themselves very available to show they are involved and supportive

Protect their team by filtering tensions and emergencies from elsewhere as much as possible

Intervene quickly in every difficulty encountered by their employees to prevent them from getting worse

Knowing how to say 'I don't know, let's look for the answer together,' to strengthen trust

Being an expert in your field, otherwise you lose credibility

Showing openness to employees' thinking without demonstrating your doubts, to preserve trust in your team

Answering to provide direction, and correcting yourself if necessary later