5 signs that you are not getting a clear picture of what your team thinks of you.

I’ve always found it interesting that the people who need feedback and behavior correction the most are the ones who somehow get the least amount of feedback. Leaders are most at risk of this. Here are 5 signs that you may not be getting honest feedback from your team and your leadership may not be as rosy as you think.

This is the simplest of all the anti-rosy signs, but leaders often misread this one the most.  If you’re getting a consistent flow of yes responses and affirmations, you may want to pause and analyze your situation. Yes, does not always mean agreement, understanding or acceptance.  It could mean it’s just easier to give in so we can move on and keep the peace.

Follow the leader
If your team consistently waits for you to lead, speak, decide, etc. before they speak or act, then there’s a good chance that your rosy leadership is having a discoloring effect on others. People feel comfortable sharing in environments of trust and respect, and without fear of rejection (overt or passive-aggressive).  If the team is waiting for you to speak before they do, then you’re probably less than rosy.

Hide and go seek
Great leaders are good decision makers. Solo decision makers are not always great leaders. If your style is to make solo decisions (in hiding) and then seek out individuals who will validate your ideas, well…. let’s just say that your hide and seek game might be strong, but your leadership may be lacking rosy-ness.

Silence is pretty straight forward.  If the group is silent, they may be waiting for the rosy part to kick in. Also refer to sign #1 above.  It may follow silence.

Exit stage left
The great resignation is a real thing these days and studies show that most people leave because of relationships with their manager or supervisor. If people are leaving or talking about leaving, it could be because you’ve lost that rosy feeling. You may want to course correct before they exit stage left.


Charlotte Ntreh is a Partner at PeopleResults where she helps clients build and sustain high performing, impactful and effective organizations with measurable results. You can reach her at cntreh@people-results.com or follow her on twitter @cntreh.