Great managers inspire employees and motivate them to achieve the organizational goals. Bad managers foster resentment and make employees want to leave the organization. Manager performance assessments provide the foundation you need to support supervisors so they can become effective leaders and develop a strong culture of engagement. Evaluating your managers’ performance will increase the overall engagement of your employees. Giving your managers specific performance feedback will empower them to inspire their teams. Here are few things to consider including in your next Manager Performance Assessments:
Do they seek input from all team members? Do they measure progress and clarify the team’s goals? Do they maintain a balance between people issues and task issues? Do they show genuine concern for team members? Do they focus on fixing problems rather than finding someone to blame? Do they treat people fairly, without showing favoritism? Do they protect confidentiality? Do they recognize and reward individual contributions of team members?
Do they support a team environment by recognizing and rewarding collaboration and cooperation? Do they reward activities that contribute to others' success? Do they criticize team members who are not present? Do they recognize and support the work of other departments?
Do they encourage others to express different ideas and perspectives? Are they open to other’s perspectives? Are they willing to change their position when presented with compelling information? Are they open to constructive feedback? Do they keep employees informed on updates in the organization? Do they provide constructive feedback to others? Do they deal effectively with conflict? Do they keep employees updated on the progress of their work? Do they set a clear direction for our team? When a manager communicates effectively with an employee, the employee takes away information upon which he can act.
Do they ensure that department activities are inclusive by verifying scheduling needs? Do they seek input or feedback from diverse individuals and groups, including internal and external customers? Do they treat everyone with respect and fairness?
Do they identifying desired results and specify the steps necessary to accomplish goals? What is their ability to plan, organize and control employees’ work to meet the company's goals? A manager should be able to clarify expectations into action items that employees can implement. Can the manager establish priorities, adhere to a plan and hold employees accountable for their contributions to the achievement of company goals?
A manager has to possess leadership skills to be effective. It is important to evaluate a manager's ability to appropriately communicate and interact with others, outline expectations and provide direction to ensure employees’ work meets expectations. Do they encourage change by challenging the status quo? Do they provide cross-functional development opportunities for team members? Do they encourage employee involvement in community activities and events? Do they practice what they preach, or walk the talk? Are they trustworthy? Are they a role model for continuous improvement? Do they use a democratic management style, rather than an authoritarian management style? Do they identify the issues that need to be addressed? Do they provide a clear sense of purpose and direction, roles and responsibilities? Can the manager mobilize employees and resources along the right path and provide positive reinforcement?
Competent managers can be developed. Do they take charge and get things done? Are they taking organized actions? Do they use their authority objectively and fairly? Do they motivate and inspire others using optimism and self-confidence? The first step in developing a competent manager is completing an objective Manager Performance Assessment. Once their strengths and growth opportunities are clear, the manager can work with a coach to develop action plans to improve. When managers perform effectively, teams and organizations thrive. But when they don’t, businesses fail. You can assess the competencies of your managers by using an assessment tool like the CheckPoint 360 Survey. This survey evaluates the effectiveness of your managers and it identifies areas for growth, resulting in an individual development plan. The CheckPoint 360 encourages performance that drives results from the top down. Contact us to get started today.