If you've recently stepped into a management role, you may be concerned about how your new employees feel about your leadership style. It is always a good idea for managers to remain self-conscious of the way they treat others, and during those first few months in your role, understanding your impact is particularly important.
In the beginning, getting your employees' feedback can be a valuable tool in adapting your personal leadership style to better suit your workplace – speeding up your transition into the role and improving everyone's overall productivity and workplace satisfaction.
However, some ways of collecting feedback are better than others. As a leader, you do not want to appear too self-conscious – in doing so, you may come off as insecure about your management skills and lose the respect or trust of your new employees. Instead of continually asking employees if what you are doing is working, plan all-staff satisfaction questionnaires every quarter or so.
Surveys are often a better tool than meetings. In group meetings, you may find that you come under attack from unhappy colleagues, or everyone has so much feedback to give at the same time that you are unable to effectively record it all for future reference. When you meet with employees one on one as a new manager and ask for feedback, they are unlikely to be fully honest with you.
In employee surveys, you can ask questions about the progress of the business in general and include questions about areas where management (you) could improve, and areas where things are going well. This will allow you to gauge how well your management style is meshing with the pre-established culture of the workplace.