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Although companies follow a detail performance procedure for assessing their employees, but as a manager rather a leader, one should suggest for the improvement in assessment procedures. In order to further motivate employees one must assess which competencies his/ her team members possess through a different channel other than standard procedure of the company.
It is not a regular practice but if required we can do so.
Other than annual appraisals session, my ex-manager used to follow open-door policy where she encourage to share any sort of input for having betterment and improvement in the process. Either it’s our functional process or any related process. We have been asked to volunteer for various activities and programs where we have to go beyond our regular work and this comprise of arranging event and conducting them and taking a specific role and this help us a lot in improving the confidence and career progression too.
A good manager is one who keeps on updating his sub-ordinates and guides them to bring the maximum from them. Though it is a tough job but the genuine one do his role thoroughly.
On a specified form where both the manager and subordinate give input. It then also captures if the subordinate signed off meaning they agree with the appraisal. From this form where a rating is given it links to the overall calculation sheet.
in order to assess the competancies of the employees, we have to pre-set the competancies of each position in the structure,
then based on that competancies we have to set a criteria for evaluating each employee belongs to the level of competancy he should have.
by deviding the competancies into to part, which is the leadership competancies and core orgnizational competancies we can assess if the leader in the respected position is fit for it or not.
and this will help us in defining the weaknesses of this leader in order to improve his competancies by training, directions, tools, etc.
I expect that the company's performance assessment procedure should incorporate assessment of leadership and management competencies for the positions for which this type of performance needs to be assessed. If they don't, then they must be modefied to do that.
1. Decision making skills.
2. Problem solving skills.
3. Leadership skills.
4. Interpersonal skills.
5. Strategic plan.
I would always do ongoing assessment for potential leaders beyond the rank and beyond the classical performance yearly review, the ongoing assessment for leadership qualities of your staff is key for clearing/grooming future leaders ..
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