What can I do differently as a manager? Senior management and peers across departments have very positive feedback on my outputs and towards me in general. My team that I handled for less than 6 months gave very opposite feedback in our company feedback survey which greatly surprised me and our leaders. I have daily meeting with each sub-team for 30 mins and monthly 1-on-1. I dont sit with them in the office after our meetings so I could focus on my work in the afternoon. Always a message away.

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Giving them time is good, but not sufficient.
How good are you at actually listening to them, what their pain points are, asks? One of the worst replies my team was getting from line manager to an issue being raised was “yes, but… (insert his opinion why things should be his way)” and he believed he listened to people 🤦‍♀️
Do they trust you to share their thoughts?
Do you happen to speak more in those 1-1s?
Do you act on the concerns raised with you?

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Helpful advice. I think I might been easily distracted during meetings. I will pay more attention to quality of interactions I have with my new team.

I’ll be charitable. Is it possible the survey question was worded in such a way that they felt they were giving answers about leadership above you? We discovered that employees thought they were giving founder feedback but the results were delivered to manager as if it were their failing.

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Great point. Survey writing is such an art AND a science. Everyone thinks they can create a good survey but then the data comes back and it's not at all useful or is very misleading.

Transparency and listening to their feedback and suggestions for improvement. Maybe bi weekly check ins if possible depending on team size?

Did you try to ask your team members for advice? Asking how can I support your better? What advice do you have for me to lead this team? Try an anonymous start/stop/continue exercise with the team.

First - it’s so great that you are looking for feedback. clearly, you are reflective and care about being a good leader. In terms of troubleshooting… Is there any chance you might be managing the team too closely (micromanaging)? It could be producing great results but not making people feel like they have autonomy. Check out the autonomy, mastery, purpose stuff. Also, it might be worth making a point to establish your credibility at the beginning, just to make sure they are aware of how good you are at this and can see why you have been selected to lead this team. Limited information, so these might not be relevant to you but just some thoughts to consider.

Do you know what the exact feedback was from your team? Knowing what was said will help you improve

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