If for some reason a top manager is unable to adequately perceive feedback (stress, poor health, information overload, etc.), then it is better to reschedule the performance assessment interview for another time.
After discussing the results of activities for the reporting period, the development and discussion of goals and objectives for the future follows, for which, after analyzing the organization’s plans, up to five priority vectors are selected, according to which the analysis of the manager’s activities will take place.
Each direction is assessed on the following main points:
What goals need to be achieved?
How will the how does cash app work result be measured?
What resources do you have to achieve your goals?
What else might be needed?
What obstacles may you encounter on the way to achieving your goals?
What should be done in this case?
How will achieving the goal impact the department/team/you?
In what time frame should the goal be achieved?
The results of the manager's performance evaluation should be concrete, not abstract.
At the end of the interview, it is necessary to sum up the results, namely, to agree on the goals and objectives for the upcoming reporting period. It is also desirable to balance the methods and ways of achieving them.
Results of the performance evaluation
Step 5: Develop a professional development plan for the manager.
As a result of the conducted assessment of the performance, a promising project is formed, which reflects the intentions to achieve even more ambitious goals in the upcoming reporting period.
Any system for assessing the performance of a manager has its shortcomings. For example, it is possible that despite competent management and maximum efforts, the set goals are not achieved due to changes in external conditions. This shortcoming can be compensated for by corrective actions on the set goals.
In addition, the use of this method contributes to the emergence of situations described in his book "Manager's Career" by Lee Iacocca. It says that top managers under the supervision of their superiors try to maximize the number of tasks being solved, but the quality of their work drops significantly. It is also noted that management interferes too often with the work of its staff, and this affects the level of initiative and independence in work. To prevent similar situations, supervisors must allow such errors to occur and, if necessary, correct their own and their subordinates' behavior.
One of the shortcomings of the method of assessing the effectiveness of the manager's activities is the impossibility of determining the degree of his influence on the achievement of the organization's indicators. This can be compensated for by combining this and behavioral methods of research. For example, together with the production indicators of the top manager's work, it is possible to analyze the activity related to the management of subordinates, interaction with other divisions of the company.
Evaluation of the management takes a lot of time at the initial stages of application, but in the long term, with the formation of experience, it will significantly improve the efficiency of work, without loss of quality.