High levels of turnover among employees is usually a sign of an incompetent manager. Employees don’t want to stay involved with a company where their manager is not providing leadership, guidance, motivation and support. If you need to evaluate the performance of one of your managers, here are some key dimensions of Manager Performance that should be assessed:
Seeks input from all team members and direct reports. Measures results and progress toward goals. Maintains a balance between people needs and business needs. Shows genuine concern for all employees. Focuses on fixing problems rather than finding someone to blame. Treats all employees fairly. Cares about employees. Understands and protects confidentiality. Recognizes and rewards individual contributions.
Supports a team environment by recognizing and rewarding collaboration and cooperation. Recognizes and rewards team-supportive actions and behaviors. Doesn't criticize people in front of others, but does provide necessary criticism privately. Considers the impacts on other departments before implementing new action plans. Supports the work of other departments.
Encourages others to express different ideas and perspectives. Is open to other’s ideas or strategies. Is willing to change his or her position when presented with credible information. Is open to negative and/or constructive feedback from others. Keeps employees informed on the progress of their work and provides helpful information. Gives positive and constructive feedback. Effectively manages conflicts between people. Provides recognition and praise for goal attainment. Involves others in decision-making when appropriate. Sets a clear direction for work objectives and articulates goals and timelines.
Ensures that work activities and teams are inclusive of diversity. Seeks input or feedback from diverse individuals and groups. Treats everyone with respect and fairness.
Encourages and embraces change. Challenges the status quo. Provides cross-functional development opportunities for employees. Encourages and supports employee involvement in training and development activities. Encourages and supports employee involvement in community activities. Encourages and supports employee involvement in company activities. Uses actions and behaviors that are consistent with his or her words. Leads by example. Is trustworthy. Is a role model for continuous improvement? Uses a coaching management style, rather than an authoritarian management style. Supports employees and helps them achieve results. Deals with issues and concerns that have been identified. Provides a clear sense of purpose, direction, roles and responsibilities for employees. Aligns employee performance goals with company goals, mission and vision.
When managers perform effectively, teams and individual employees thrive. But when they don’t, organizations suffer. So, how can organizations assess and develop managers to be more effective in their roles and promote success? You can start by using the CheckPoint 360 Survey. This feedback survey helps evaluate the effectiveness of managers and provides an individualized approach for developing leadership skills and improving job performance. By providing key insights, the CheckPoint 360 Survey encourages high-performance that drives results from the top down.
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