Manager Readiness Audit for Gen Z

1 How often do you provide feedback to your team members?

Weekly or more frequently with structured check-ins Bi-weekly or monthly on a regular basis Quarterly or during formal review cycles Only when problems arise or annually

2 How comfortable are you discussing mental health and wellbeing with your team?

Very comfortable, I proactively create space for these conversations Somewhat comfortable, I respond when team members bring it up Uncomfortable but willing to try Very uncomfortable, I prefer to keep work and personal separate

3 When a team member asks about career development, you typically:

Have regular development conversations with clear growth paths mapped out Discuss it when asked and offer some guidance Direct them to HR or learning resources Tell them to focus on their current role first

4 How do you approach flexibility in work arrangements (remote work, flexible hours)?

I actively support flexibility and focus on outcomes over hours I allow it when requested and try to accommodate I'm cautious but open if it doesn't impact productivity I believe in-office presence and set schedules are important

5 How do you handle a team member who challenges your decision or approach?

I welcome it as an opportunity for dialogue and better solutions I listen but ultimately rely on my experience to decide I feel defensive but try to hear them out I see it as undermining my authority

6 How do you communicate company values and purpose to your team?

I regularly connect daily work to larger mission and impact I mention it occasionally when it feels relevant I share it during onboarding or big company moments I assume they know from company materials

7 When delegating work, how do you approach autonomy?

I give clear outcomes and let them own the approach I provide guidance but leave some room for their ideas I give specific instructions on how tasks should be done I prefer to be closely involved in execution

8 How do you view transparency about business decisions that affect your team?

I share as much context as possible, including challenges I share what's relevant to their work I share final decisions after they're made I believe some information should stay at leadership level

9 How do you approach learning new technology or tools?

I'm eager to learn and often ask my team to teach me I'm open to it when necessary for my role I'm hesitant but will try if required I prefer sticking with what I know works

10 How do you handle mistakes made by team members?

I use them as learning opportunities and psychological safety builders I address the issue and move forward I correct the mistake and provide clear expectations I'm frustrated and ensure they understand the impact

11 How do you approach diversity, equity, and inclusion in your management?

I actively create inclusive practices and seek diverse perspectives I'm supportive and follow company DEI initiatives I treat everyone the same and believe that's fairest I focus on performance and don't think differences matter

12 When your team raises concerns about workload or burnout, you:

Take it seriously and actively work to adjust priorities Listen and try to find solutions when possible Acknowledge it but explain business demands Remind them this is part of professional growth

13 How do you approach work-life boundaries for your team?

I model and actively protect boundaries, discourage after-hours work I respect their time off and don't expect immediate responses I try to respect boundaries but sometimes work requires flexibility I expect availability when urgent needs arise

14 How do you handle a team member asking "why?" about processes or decisions?

I appreciate curiosity and provide full context I explain when I have time and it seems important I give a brief explanation but expect them to trust the process I find it questioning and prefer they follow established processes

15 What's your approach to recognizing and celebrating team accomplishments?

I regularly acknowledge wins publicly and privately I recognize major milestones and achievements I mention it in passing when it's exceptional I believe the work itself and compensation are the recognition

Manager Readiness Audit for Gen Z

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