It can be difficult to appraise an employee's performance in the roles of "people manager" or "team leader"--and that goes for your own performance as well. Enhance your own performance planning with some focus on your key supervision skills.
- Start with a self-assessment. Rate yourself on a 1-to-10 scale on some of the core competencies of your front-line manager role--things like work planning, training your staff, monitoring ongoing performance, providing feedback and coaching. Then decide what rating, on the same scale, you'd like to achieve by the end of your own review period.
- Check in with self-monitoring. Choose a friend or co-worker--a peer--whom you trust to be your sounding board, and keep that person informed on what you're doing to improve your skills. They don't need to evaluate your actual performance, just help you keep track of what you've done and remind you of what you still need to do. Or start a log of activities in that skills area, documenting your instances of improved performance as well as where and when you fall short.
- Get outside feedback. Let your team members and your own manager know what you're trying to accomplish and ask for their feedback. If necessary, seek coaching and advice from people whose skills you admire, offering to return the favor if they need help in an area you've mastered.
- Do a half-time analysis. At the midpoint of your review period, take stock of your progress. If you've already reached your goal in a particular skill, decide whether you want to keep improving there or to focus on another skill area. Feel free to reward yourself for a job well done. On the other hand, if you haven't even gotten to the halfway point toward your performance target, reassess to see if your goal was unrealistic and, if necessary, adjust it to one you know you can reach.
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