How well can you evaluate manager performance? You are responsible for reviewing your managers. But how well can you as an individual really assess how successful they are? We all have different ways of doing things, and it’s easy to judge others negatively because their style isn’t similar to ours – though it may nevertheless be effective.
No matter how hard you try, these personality differences are bound to affect how you see others, and how you assess their performance.
Manager Performance Evaluation can be a Question of Style
Maybe you get frustrated when someone doesn’t speak up in meetings, and assume they aren’t contributing – but perhaps they are equally frustrated because they feel others are speaking without thinking first. Maybe you prefer to communicate by email, but you have a manager who seems to be forever at your door wanting to speak face-to-face. Maybe you get your best ideas when you’re working with others, but you have a manager who just doesn’t seem to be a team player and prefers to work alone.
We’re all Chameleons
We behave differently with different people and in different situations. In business, one person is rarely in a position to see every aspect of another’s performance.
You might see someone regularly as they go about their day-to-day routine in the office – but do you know how they interact with customers when they’re out and about? You might see how a manager performs in management meetings – but what happens when they leave the room and go back to motivate their team and set them working on the next new project?
Other People can Help you get an Accurate Picture
Ask colleagues, subordinates, superiors, customers, suppliers – anyone who works with the manager on a regular basis. You could well find traits that frustrate you personally actually lead to successful outcomes in interactions with other people – and behaviours that please you don’t always produce successful results.
The best way to get these views is by introducing a 360 degree feedback programme. This enables you to compare responses from others with those given by the individual concerned. The resulting discussions should then lead to practical personal development plans focused on improving performance in a way that’s directly related to business needs.