Monday, 25 February 2013

[HM:255776] How to Evaluate Managers?

Companies are becoming more and more concerned about cost optimization, resource tweaking and talent enhancement aspects in order to improve their revenues and services index in the market. One of the key actions companies perform is to build effective teams by reducing the 'fats' and by polishing the talented resources. Specifically middle managers are focused by the leadership because they are considered to be the most critical resources of the organization because they are micro managing things by controlling the services staff ensuring quality products and services; and on the other side interacting with the senior leadership and transforming their vision into practical tasks.


So managers evaluation is one of the approaches for deciding new trainings, assigning new job roles, retaining/laying off or for annual performance reviews. Usually HR specialists are part of such evaluations but for several SMEs only department head is asked to perform the evaluation. While I was wondering what mechanism must be used by the heads in order to perform managers' evaluation which is fair, honest and transparent, I was able to produce the below table where several personality traits are mentioned on the left hand side. Each manager is required to be carefully evaluated against such skill/quality and associated marks to be given in the right hand column:



Personality Trait or Skill




Requires minimum supervision to make things happen?




Has positive attitude? (Problems focused or solution focused?)




Effectively Communicates with teams and management.




Responds/updates swiftly to the management for the assigned task?




Can take decisions independently?




Performs well in stressed circumstances?




Begins with the end in mind? Or work in day to day basis?




Effectively utilizes the given resources?




Has strong follow up with vendors/teams to complete the projects?




Produces effective and easy to understand reports/summaries?




Has knowledge of Technical Domain? (add multiple domains if required)




Develops Strategies by looking at the big picture?




Builds Strong Cohesive Teams by team building skill?




Avoids politics and focus on the projects/goals?




Effectively delegates tasks and ownership to the team members?




Ensures that databases are organized, error free and up to date?




Complies with Company Policies and Procedures?




Explores and learns new techniques and tools? (Self Improvement)








Overall Score


Following table may be used marking:


Marks Legend

5 Marks

Demonstrates Always and Encourages Others

4 Marks

Demonstrates Always.

3 Marks

Demonstrates Most of the Times

2 Marks

Demonstrates Sometimes

1 Marks

Demonstrates Rarely

0 Marks

Does not demonstrate



In case, two or more managers are to be compared, then above table can be utilized. In case each manager is required to be evaluated separately then multiple documents for each manager can be generated where detailed talent sustaining and skill polishing strategies can be written down. Please do let me know if you think any skill to be added to the list above.


Other Related articles:

Hard work will guarantee my success?

Begin the Leadership Journey

Employee Feedback System

Reducing the Gap Between Potential and Performance

7 Super Qualities You Must Posses

Vision- The Critical Trait of True Leaders



 Junaid Tahir, a telecom engineer and a blogger, writes articles on wisdom, stress management and leadership at his personal blog. His personal Google Group can be joined here. He is reachable at for any kind of suggestions and comments

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