Introduction
Even the most experienced managers struggle when they don’t truly understand their team members. Misaligned expectations, communication gaps, and unclear priorities can lead to disengagement, reduced output, and ultimately, turnover.
Often, managers rely on intuition alone when setting goals or providing support. Without the right tools and insights, they may overlook what their team really needs to succeed.
The result? Teams drift apart, check-ins become transactional, and high-performing individuals begin to question whether their work is truly seen or valued.
Solution
Manager-team alignment begins with intentional discovery. Behavioral science gives leaders the tools to understand how each person works best—how they communicate, make decisions, respond to pressure, and receive feedback.
At SOAR, we help organizations use tools like manager-team pulse check-ins, behavioral assessments, and performance diagnostics to align managers with their teams more effectively. These tools uncover what motivates each person, how they approach collaboration, and what kind of support they need to thrive.
With this clarity, managers can adapt their style, set more realistic goals, and provide the kind of feedback that builds trust and inspires performance.
Action
To improve alignment between managers and their teams, start with these steps:
- Use Behavioral Data to Deepen Understanding – Start with individual assessments to uncover how each person prefers to work and communicate. Then use those insights to shape one-on-one conversations, team meetings, and goal setting.
- Incorporate Regular Pulse Check-Ins – Rather than waiting for annual reviews, create a cadence of short check-ins around four key areas: the manager relationship, role clarity, team dynamics, and organizational culture. These touchpoints surface issues early and create space for shared problem-solving.
- Clarify Goals with Collaborative Planning – Involve team members in shaping their objectives. When goals are co-created, they’re more meaningful and more likely to be achieved. Tie goals to strengths and give managers visibility into how progress connects to both team and company priorities.
- Offer Developmental Feedback, Not Just Praise – Equip managers to give feedback that is specific, actionable, and tailored to the individual’s growth path. Use platforms like Predictive Index Perform to build consistency and transparency in the way feedback is delivered across teams.
Conclusion
Strong manager-team alignment isn’t built overnight. It’s built through shared understanding, regular communication, and systems that make support easier to give and receive.
When leaders use the right insights and check-in tools, they shift from reacting to issues to proactively guiding performance and engagement.
For tools that can help you strengthen team alignment and leadership effectiveness, visit our C3 Tools page and explore how your managers can build more connected, high-performing teams.