Leadership and Staff Assessment

published in: Leadership

26 Aug
2010

Business organization leaders need to set high goals and require even higher performance.  For the excellent performance of the team members a systematic assessment is needed.

Managers take decisions based on their own opinion and evaluation of a person and his/her performance.  How often this opinion is based on a systematic objective staff assessment?

Leadership rests on correct decisions.  More objective knowledge about the subordinates presumes more correct decisions.  Therefore, staff assessment gains popularity.  The majority appraisal systems focus on the human potential, which requires specialists - often psychologists. 

 
But is man’s potential the right focus?

 
According to Peter Drucker "nothing is more unreliable in the long-run than the human potential”.  The world is full of once talented young people that in their middle ages have become mediocrity itself;  the world is also full of started from a scratch people that at the age of 40 have become world’s top managers"... The more scientific an appraisal system is, the greater the gambling is.
 
Again, according to Drucker, staff assessment should always be the responsibility of the relevant manager.  And s/he should focus on the indisputable employee performanceThe subordinates’ assessment and their work evaluation is absolute and irrevocable duty of the manager.  Without such an assessment, he could not adequately fulfill her/his obligations to support and train the subordinates.  The staff assessment procedure must not be so complex as to require an outside, for the team, specialist.  The intervention of such specialist in the appraisal process allows managers to escape from their main responsibility – the people.
 leader, leadership, staff assessment, assessment
Staff assessments must be based on the performance.  They have to disclose what people can do wellOnly when you know the strengths of the individual, it makes sense to ask:  what weaknesses s/he must overcome to achieve progress, within her/his limits?  What matters is what the employee needs to cope better, to know more, and to behave differently.


Remark:
Employee assessment is a kind of conviction, and this means that leaders need to apply clear, public criteriaSubjective assessment without clear or public criteria corrupts both:  the appraiser and appraised.                                            fig.1: clear and public
 

 

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