Should you seek out feedback from employees on your performance as a manager? You bet. It will engender loyalty, and likely make you a better boss.

How do you solicit such feedback? Larger businesses, such as Microsoft, have annual manager feedback forms that can be answered by employees (anonymously, if they so choose).

While that is one way to do it — and a way that is helpful in a corporate setting, where you have large HR staffs — I suggest you continually strive to get the feedback in person, as part of an ongoing dialogue with each of your employees.

Don't do it via e-mail. Use your one-on-one meetings with an employee to hear him or her out on an issue or concern with your management style. Try to disarm the employee as much as possible, with humor or whatever, and be sincere in your interest about what he or she has to say. It may be hard for you to do, but it may even be harder for the employee to speak his or her mind. The end result is likely to be a better relationship.

What if you can't get the employee to speak up? Your best bet is to keep working at your dialogue, without making the employee uncomfortable. Over time, the employee will confide in you. A smart way to end every one-on-one meeting is to casually but earnestly ask, "Is there anything else on your mind?" Then be willing to listen because, over time, you will be hearing more about what the employee is thinking.

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