- Are they trained to really train others or do they just do well and know their stuff better than others so they get thrust into management roles?
- Are they supported by management consistently and equally?
- Are they challenged and driven to improve themselves, the company, or their fellow employees?
- Who are they?
Did they just move up or did they get trained up? What is their background? What are the checks and balances? How often do they get advice or critique?
- What are they doing?
- Do they follow through on the management meetings they are sent to? do they motivate sufficiently? what is their language like? How do they interact with customers and their staff? Are they set up for success? Do they actively fix bad habits of staff and themselves?
- Have they been shown how to truly invest in a person and employee?
- Do they actually do it? They need to be followed around until the “keep it together while the boss is here” mentality wears off and they realize this is a culture . What does investing in the person truly look like? Were they invested in in a way so that they can turn around and with a ‘full cup’ fill up another’s ‘cup’?
- Are they looking for friends?
- This can be detrimental. A boss cannot be a friend. A boss can be kind, considerate, understanding, motivational, compassionate, but being a friend changes the dynamic especially with a younger staff.
- Do they lead by example?
- Being able to do almost every job in the arena earns a respect that cannot be thwarted. Sometimes this isn’t possible, but a willingness to try, to always help out, to step up to show the standard tells the employees that management believes in the system.