How Does A Manager Evaluation Improve the Workplace Environment?

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A tool for employees and employers to assess a manager’s effectiveness at their role, a manager evaluation is a survey conducted among team members, often anonymously. This tool assesses a manager’s effectiveness based on their function.

Do You Need a Manager Evaluation?

How does a company know whether they need a manager evaluation? The short answer would be: whoever you are, you need it.

As employee turnovers become more commonplace, companies in almost all industries have started paying more attention to employee engagement. And who else affects employee engagement the most but managers?

This type of evaluation is actually becoming more standard since companies conducting 360 reviews often include subordinate appraisals, as well.

A 360 review is the sum evaluation of an employee conducted from the point of view of other employees that they regularly work with. A 360-review software allows HR employees to conduct such evaluations seamlessly.

And feedback is particularly important for employees.

Managers have direct control over many aspects of the employee’s life. Their decisions almost always affect team members’ tasks, responsibilities, and experience.

So when a manager-employee relationship turns sour, it more often than not leads to the employee quitting. True to the popular saying, “employees quit bosses, not jobs.”

Benefits of Conducting Manager Evaluations

When done right, companies can take advantage of a manager evaluation and reap its benefits. Here are some of the benefits of doing manager evaluations for the workplace.

It improves employee communication.

Implementing a regular and confidential manager evaluation is a great way of improving employee communication in the workplace.

Employees work directly with managers, and managers directly affect an employee’s performance and productivity. A good or bad manager either benefits or burdens an employee.

Manager evaluations serve as a channel through which employees can course their opinions. Conducting regular surveys that allow employees to express their opinions about their manager is a good way of encouraging a culture of open and sincere communication.

Good employee communication can help prevent misunderstandings, improve work relations, encourage the exchange of ideas, and increase employee morale.

It elevates and empowers employees.

Companies may also use manager evaluations to grant more power to employees and democratize the workplace. A manager evaluation not only keeps managers’ authority in check, it gives employees an avenue to raise issues that employers, who may not be as present in the day-to-day tasks, would not know.

As power becomes more evenly distributed, employees tend to gain a stronger sense of responsibility which often leads to increased productivity. In organizations where there is less emphasis on structure and power, employees collaborate and coordinate faster as well as improve the quality of their outputs.

A flatter structure can often change leadership styles as well. Instead of instructing, managers transition to facilitating employees, a process that helps employees develop decision-making, creativity, and other skills.

It shows that the company values its employees.

People are important to almost all processes in an organization. Showing employees that you value them and their opinions is a good way of increasing morale and improving the workplace environment.

Getting employee feedback on the performance of managers is a sign that the company considers the employee important. It also demonstrates trust in the employee.

Trust is essential to any company. Cultivating trust between the employee and the company, among teammates, and between a manager and employee allows for greater camaraderie, better collaboration, fast coordination, and higher quality of work.

Building trust in the workplace may be a difficult undertaking for some, but individuals work better in teams when there is trust among colleagues.

It is a sign of consistency and transparency in the workplace.

Employees, hopefully, regularly receive feedback on the work that they do. This feedback may discuss in detail their strengths and areas that need improvement.

Receiving feedback isn’t always easy but doing it both ways helps parties feel less burdened by evaluations.

Manager evaluations help companies facilitate an exchange of feedback in a manner that feels consistent to all members of the organization.

In a way, it also lends a more transparent image to the company which can greatly help employee experience. It is important to make employees feel like they are part of the company and not machines that constantly produce, day in and day out.

It cultivates a culture of improvement and accountability.

Finally, manager evaluations allow the company to hold all employees accountable for their performance.

People at all levels receive feedback based on what they’re doing right and wrong according to their job descriptions. This results in a culture of improvement.

Feedback should motivate people to do better, and even managers can always do better. After all, many managers rise up to their level because of their skill at work and would need to learn how to lead people on the job.

By conducting regular manager evaluations, companies can uncover strengths and weaknesses and take appropriate action.

What to Do with a Bad Evaluation

The benefits of manager evaluations are only valid if companies act on the results.

Companies should realize the impact of a bad manager on the business and the employees. Bad managers cause employees, especially good ones, to quit.

This slows down productivity for a time, which costs the company money, and even replacing the employee will cost the company as well. Having a horrible boss also increases employees’ stress, and stressful work environments are quick to turn toxic.

After everything has been said and done, what can an employer do with a bad result from a manager evaluation?

Companies can inspect how they train first time managers.

As we’ve said before, managers are usually people who transition into management abruptly. They are people who did well in a more technical or skill-based routine and are now suddenly expected to lead people.

This can lead to different issues such as micromanagement especially if the manager does not trust employees. However, companies must train managers and make them understand that their scope no longer involves only the quality of the output but the employee experience as well.

Their role is not to be someone who simply monitors the quality of the company’s products; instead, employees expect managers to mentor and coach them on a more individual level, too.

Companies can invest in courses or books that can educate managers further on what they need to do for employees and their teams.

We should also encourage managers to take additional leadership training and seminars that can help them develop skills, techniques, and strategies for leading people better. Such opportunities may help them determine what kind of leader they are and how to motivate their team members.

Feedback is Essential for Growth

There’s no denying that feedback is essential to anything that wishes to grow, especially a business. To some companies, a manager evaluation may be a foreign idea or even a scary one, as it reveals faults on a higher level.

However, avoiding negative feedback, especially ones that address bad managers, may lead to a toxic work culture. For a company to grow, it must constantly find its cracks and work hard to minimize and fade them over time.