You realy shouldn't manage any team!!

We scored you on the following toppings: own engagement, strengths focus, continual coaching, inspire accountability and create clear expectations. We did send you an email with all your own specific answers. Here is you’re score:

1. You are actively disengaged

2. You are focused on weakness instead of strengths

3. You are telling instead of coaching

4. You hold your team accountable in a demotivating way

5. You create unclearly and ever-changing expectations.


1. You are actively disengaged!

You are not alone in this. Employee engagement numbers in Western Europe are surprisingly low for a developed economy. Merely 12% of the employees in the Netherlands are engaged according to Gallup’s State of the Global Workplace report from 2018. For managers, this score is a little bit lower* and there is more…the single most important factor in building a successful team is the quality of the manager. Managers are accountable for 70% of their team engagement, through their strengths, their own engagement and how they work with their teams every day:

Disengaged managers create disengaged employees

2. You are focused on weakness instead of strengths

You are not aware of your own strengths and limitations. You are not using al the strengths in the team and maximize their potential. You are not focusing on growth and development. “A manager approach to strengths has a profound impact on engagement, and that engagement has a profound impact on just about everything that matters to an organization longterm viability”. You’re almost certainly not talented as a team manager, you’re not the one.

Gallup has found that only 10% of working people possess the talent to be a great manager.

 3. You are telling and not coaching

You are telling and not coaching, You kind off bossing around. Yes, employees need ongoing feedback and communication, but they don’t want to be micromanaged, they want you to care about them and being involved in their lives and well being.

one in two employees have left their job to get away from their manager at some point in their career


4. You hold your team accountable in a demotivating way

You don’t challenge your individual team members to pursue meaningful goals that are appropriate for their abilities and resources. You are only serious about their performance objectives. You give each member a certain task without connection and explanation to the team and company goals. These goals on their own are properly also not that inspiring and purposeful.

Employees want a meaningful life and therefore they need a meaningful job

5. You create unclearly and ever-changing expectations!

You create unclearly and ever-changing expectations, depending on politics, not performance. You are primarily focused on what a person did wrong,  the reviews feel punitive rather than constructive and often demotivates the employee. You’re not helping employees sustainably grow and improve, you focus on the short terms and not their future, this is why you have high turnover rates. Did you know that ..

frustrations with career progress, the number one reason is why employees leave their company


SOME unsolicited advice:

–  First, discover your own unique talents, do the free fast here, or go for the Clifton Strengths assessment

–  Get a role that’s suits your talents better. Maybe this online-training is something for you; 5 steps to discover your optimal teamrole