You need to evaluate the work of a manager for the reporting period, but do not know by what qualitative and quantitative criteria to determine whether he is coping with his work? Below are some tips for evaluating the performance of your staff.
Instructions
Step 1
Decide which manager you are going to evaluate. Most office workers are now called managers. It gets to the point that we now have cargo handling managers and wet cleaning managers. Different managers need to be assessed according to different criteria, because they have different tasks. For sales managers, first of all, it is necessary to assess the volume of sales, and for personnel managers - the number and quality of people hired by the company.
Step 2
Determine the effectiveness of the task manager's solution. First of all, the results of a manager's work should be judged by how the manager achieves the goals set for him. How long does it take him to solve problems, what is the percentage of effectiveness? If you are evaluating a sales manager, then pay attention to the number of existing and potential customers. Count the number of customers who made an order, calculate the average order amount and the total amount of orders. Having determined the income brought by this manager for your company, correlate this amount with his salary. After that, draw conclusions about its effectiveness.
Step 3
Determine your manager's basic knowledge. The income brought by the manager is, of course, an important indicator. However, what to do if it is difficult to assess the income generated by your manager? The professionalism of a manager can be determined by his basic knowledge of his duties. Of course, this is not enough for a full picture. But at least you can easily spot a lack of professionalism if your manager’s knowledge doesn’t match his position.
Step 4
Measure creativity. Fresh decisions from your managers, especially those that increase productivity, increase profits, or in some other positive way affect the activities of the company, and this is an indicator of the effectiveness of your managers. If your managers only follow instructions, but do not make any attempts to improve something in the firm, then they are not fully committed to their work. This, of course, is not very critical if their other indicators are normal, however, it is hardly worth raising such managers in the service if their interest in overall success is much lower than their interest in personal wealth.
