20 areas of improvement examples every manager should know

9. Decision making

No matter the role, decision-making skills are essential. You want employees to make good decisions regardless of their decision-making style.

Here are some questions to ask:

• Does this employee make sound decisions?
• Do they have an established decision-making process?
• Are they transparent about how they arrived at a decision?
• Do they make a choice in a timely manner, or is it a long and drawn-out ordeal?
• Do they trust their decision-making, or do they second-guess themselves?
• Do they make decisions that are aligned with the company’s mission and values?

10. Goal setting and achievement

Without goals, employees will become aimless and stagnant. Setting and achieving goals is essential to professional development.

Here are some questions to ask:

• Does this employee set realistic and measurable goals for themselves?
• Do they strive to achieve them?
• Do they seek out the resources they’ll need to reach their goals?
• Do they set a deadline by which to achieve these goals?
• Are these goals also beneficial to the company?

11. Empathy

Empathy is a sought-after "soft skill" for good reason. One benefit is that it can improve your retention rates. There's no such thing as a perfect employee. Empathy is a critical skill for managers too. Showing empathy will make people feel valued.

Here are some questions to ask:

• Does this employee try to understand the other person’s point of view?
• Do they have the emotional intelligence to recognize their own and others' feelings?
• Do they respond with compassion, or do they immediately criticize?
• Do they have active listening skills?

12. Creativity

Creativity refers to the novel ways your employee finds to carry out a project or solve a problem. Creativity helps every company stand out and enhances customer service skills.

Here are some questions to ask:

• Does this employee try to find new ways to solve a problem, or do they stick to old ways?
• Do they suggest ideas during meetings?
• Do they have a strong vision for their work?
• Are they imaginative during the brainstorming process?

13. Job knowledge

You hired this employee for a specific role. You need to make sure they have the knowledge to do the individual tasks listed in their job description.

Here are some questions to ask:

• Is this employee aware of the expectations and duties relevant to their job?
• Do they display the necessary knowledge and skills to fulfill these duties?
• Are they aware of their own shortcomings in job knowledge?
• Do they attempt to stay up-to-date on new developments and trends in their industry?
• Do they reach out for help if they lack resources?

14. Productivity

Productivity refers to the amount of work done and how well an employee uses their time.

Here are some questions to ask:

• Does this employee fulfill expectations and/or quotas for their role?
• Do they remain focused on their work?
• Do they maximize the tools and resources available to them?
• Do they try to accomplish tasks using the most efficient method?

15. Quality of work

Quality of work assesses the accuracy and excellence of what someone produces. An employee may be very productive in the sense that they make a lot of something, but what they make may not be very good.

Here are some questions to ask:

• Does this employee hold their work to a high standard of excellence?
• How well does the employee follow guidelines, procedures, and standards for their work?
• Do they pay close attention to detail?
• Do they produce minimal errors and defects?
• Does the employee keep up with the latest news and best practices in their field?
• Are their team members and managers satisfied with their work?

16. Dependability

Dependability means you can rely on your employee to do what they say they’ll do. It is an essential skill for any employee to have.

Here are some questions to ask:

• Does this employee follow through on their promises?
• How well does this employee manage their workload?
• Do they show up to work and meetings on time?
• Do they hold themselves accountable to their commitments?
• Do their coworkers believe they can rely on them?
• How well does the employee manage their personal life and work-life balance?

17. Adaptability

While every job comes with a description, every role can expand into new areas at times. This is especially true for startups, where things change quickly. For that reason, employees must be flexible.

Here are some questions to ask:

• Does this employee remain calm and flexible in the face of unexpected change?
• Are they willing to learn as they go?
• Do they adjust to changing circumstances with relative ease?
• Do they approach a change in plans with an open mind?
• How well do they embrace new challenges and opportunities?
• How well does the employee learn from their mistakes and failures?

18. Interpersonal skills

Interpersonal skills allow you to interact with others through words and body language. These skills also allow individuals to build relationships with others. They affect how well people work with others in a team setting. Great interpersonal skills are demonstrated through words and positive body language.

Here are some questions to ask:

• Does the employee practice active listening in the workplace?
• Do they show empathy towards colleagues and clients?
• Do they make eye contact during meetings and conversations?
• How well does the employee adapt the way they talk to different people?
• Do they use body language and facial expressions to clarify their message?

19. Organization

Strong organizational skills are essential for maximizing workplace productivity and efficiency. Many techniques can aid in organization. Organization skills include the ALPEN method, making lists, scheduling tasks, and Trello boards. Learning to be organized can set employees up for success and help the team as a whole work better.

Here are some questions to ask:

• How well does the employee manage their time?
• How well does the employee stay on top of their tasks and responsibilities?
• How well does the employee plan and prepare for meetings and other events?
• Do they use any tools or systems to stay organized?
• How do they keep track of deadlines and ensure they’re met?
• How well does the employee handle multiple tasks and projects at once?

20. Problem-solving

To solve a problem well, you have to look at the situation, think about your options, and choose the best one. These skills help you handle challenging situations and find creative solutions. Strong problem-solving skills can be very helpful at work. These traits are important for the growth and success of an organization.

Here are some questions to ask:

• Do employees actively seek out solutions to problems they encounter at work?
• Do they take a systematic approach to problem-solving?
• Do they involve others in the problem-solving process?
• Do they look at problems and think about how to solve them in more than one way?
• Does the employee follow through on their chosen solutions and track their effectiveness?

How to identify your areas for improvement

If you found some areas of improvement examples that you can relate to—that’s not a bad thing! Every employee and manager should strive for improvement. Becoming aware of blind spots is the first step to reaching your full potential.

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