The evaluation of a manager is a key component of any successful business. It ensures that performance goals or targets are aligned with the strategic plans of the company. It also recognizes the areas where managers are doing well and identifies where they can improve on.
In a previous article, we’ve already established the importance of manager evaluation and its impact on company growth. Here, we’ll delve deeper into the different methods we can use to evaluate managers.
Most companies already utilize 360-degree feedback for lower-level employees. However, this can also be tailor-fit for managers.
This method gathers feedback from several sources who work closely with the manager. It involves supervisors, colleagues, subordinates, and even clients and customers. Sometimes, a self-evaluation is also included.
Since competencies and behaviors necessary for successful leadership are measured through 360 reviews, managers can use feedback to further develop their leadership skills.
Advantages of 360-degree feedback:
- It provides well-rounded feedback from many sources from all levels. Since feedback is sourced from subordinates to higher management, we can gain a holistic view of a manager’s performance and attitude.
- It measures both competencies and behaviors. We can measure how efficiently a manager is able to meet his performance targets and how well he relates to other people in the workplace.
- It is confidential. We can get more honest feedback because all opinions are provided anonymously. Employees express themselves without fear of reprisal from their manager.
- It can be easily conducted through 360-review software. The review can be conveniently conducted online. Data is collected and processed expeditiously through a software.
Disadvantages of 360-degree feedback:
- It can result to ineffective outcomes. If there is insufficient training before conducting the feedback, the process will not be implemented properly. Effective change management guidelines should precede its implementation.
- It provides insufficient information. Because feedback is collected anonymously, we cannot clarify unclear comments or disparaging remarks.
- It tends to focus on the negatives. Usually, a 360 review gathers feedback on weaknesses and on areas that need improvement. It may lack positive recognition that is also essential in motivating managers to perform better.
- It is prone to ineffective ratings systems. Ratings can be highly subjective when they are affected by personal perceptions. Inflated or deflated ratings will not give an objective measure of how a manager truly performs.
Overall, a 360-degree feedback is a valuable addition to a performance management system. It is an effective tool that can promote the growth and development of managers.
Personality assessments are designed to measure personality traits and styles. They can be conducted through behavioral observations, written or online tests, and projective techniques.
In the workplace, personality assessments provide insights into an employee’s motivators, reputation, and destructive behaviors.
These can be used as tools for manager evaluation to inspire strategic self-awareness. Managers can use results to modify behavior at work so they can be more in line with company strategies.
Advantages of personality assessments
- It is highly objective. Personality assessments are based on scientific data and not just on personal opinions.
- It helps identify hidden biases that may affect workplace performance. We all have unconscious biases even in the workplace. When these are uncovered, we can take active measures to change our behavior.
- It reveals behavioral tendencies that managers may not be aware of. Identifying detrimental behavior can help managers change and improve their performance.
Disadvantages of personality assessments
- It requires an adequate amount of time to accomplish. For results to be accurate, managers should allot time to focus on accomplishing the assessment.
- It’s not necessarily an accurate portrayal of someone’s personality. People are complex. One test cannot provide an accurate indication of how a person behaves in all situations.
- It cannot be conducted by human resources alone. To fully understand the results, we need to employ the help of a certified assessment administrator.
Personality assessments can be a critical part of performance management. They can help managers perform better as leaders as they align their behavior with company goals.
Focus group discussions
Focus group discussions have long been used for marketing research. A group of individuals are gathered to discuss a specific product or idea. Their responses are then recorded and reviewed to improve business strategies.
A similar approach can be used for manager evaluation. A manager and his team are gathered to discuss specific issues that affect individual and organizational performance.
Advantages of a focus group discussion:
- Issues can be immediately clarified and addressed since all individuals involved are present.
- It provides insights on how a manager is performing based on his subordinates’ candid feedback.
- It provides insights on how the entire team views an issue. It also uncovers a range of opinions and ideas that can be used to improve team management.
- It is very flexible. Attitudes and opinions that may not be revealed in a survey questionnaire can be discovered through focus groups.
Disadvantages of a focus group discussion:
- It requires a moderator. A representative from HR may be needed to facilitate natural discussion and to ensure relevant topics are covered.
- It is susceptible to biases. Managers and employees can inadvertently inject personal biases that influence the opinion of others.
- It can hinder honest feedback. Employees may not be as straightforward in front of their manager. They may merely agree with responses of other employees to maintain conformity.
Focus group discussions create an opportunity for managers and employees to clear the air and realign their objectives. It paves a way for the team to discuss major issues and work on solutions that can improve team collaboration.
Exit interviews are conducted with an employee who is leaving employment. For voluntary turnover of managers, exit interviews are critical to a company’s growth.
We also gain insights on day-to-day processes and issues on management. We can discover opportunities for improving management development and succession planning.
Advantages of an exit interview:
- It provides insights into problems that may not be that obvious.
- It can be a source of ideas on how company policies or strategies can be improved.
- It allows smoother transition and faster turnover of responsibilities.
- It can provide insights on what competition is offering in terms of employment benefits.
Disadvantages of an exit interview:
- Managers who are leaving may not always be forthright with their feedback.
- It may not be advantageous if the situation is tense.
For exit interviews to be beneficial to company growth, it must generate positive change in business processes and strategies. Make sure to consolidate data, share data with the decision makers, and implement necessary changes.
Evaluating Managers for Success
Multiple evaluation methods give you a broader picture of what areas need improvement and what recommendations must be made.
Whichever methods you use, keep in mind that your goal is to identify concrete ways to empower your managers. Providing them with both constructive and corrective feedback can help them grow as leaders.
Manager evaluations can be used as tools for growth and success both individually and organizationally. Implemented effectively, they can have a big impact on overall employee engagement and drive the company to success.