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You’re unsure about your professional progress. How can you evaluate your own performance?

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As a research manager, you have to juggle multiple tasks, projects, and stakeholders, while also keeping up with the latest developments and trends in your field. But how do you know if you are doing a good job, meeting your goals, and advancing your career? Evaluating your own performance can be challenging, especially if you don't have clear feedback or benchmarks to compare yourself with. However, self-assessment is a valuable skill that can help you identify your strengths, weaknesses, and areas for improvement, as well as set realistic and achievable expectations for yourself and others. In this article, we will share some tips on how to evaluate your own performance as a research manager.

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Prof. (Dr.) Balvir S. Tomar

International President - World Health Summit | Founder & Chancellor - NIMS University
Neidy Christo

Consultora de RH/ Mentora de Líderes/ Especialista em Carreira / Coach / Palestrante / Analista Comportamental /…

1 Define your criteria

Before you can measure your performance, you need to define what success looks like for you and your role. This means setting specific, measurable, achievable, relevant, and time-bound (SMART) goals that align with your organization's vision, mission, and strategy, as well as your personal and professional aspirations. You can use tools such as the OKR (Objectives and Key Results) framework or the KPI (Key Performance Indicators) dashboard to track your progress and outcomes. You should also consider the quality, quantity, impact, and efficiency of your work, as well as the feedback and satisfaction of your clients, collaborators, and stakeholders.

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Prof. (Dr.) Balvir S. Tomar

International President - World Health Summit | Founder & Chancellor - NIMS University
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To effectively measure your performance, start by establishing clear criteria for success that align with your role, organizational objectives, and personal aspirations. Develop SMART goals—Specific, Measurable, Achievable, Relevant, and Time-bound—that reflect your contribution to the organization's vision and strategy. Utilize frameworks like OKR (Objectives and Key Results) or tools such as a KPI (Key Performance Indicators) dashboard to monitor progress and outcomes. Assess the quality, quantity, impact, and efficiency of your work, while considering feedback and satisfaction from clients, collaborators, and stakeholders to gain a comprehensive understanding of your performance.

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Neidy Christo

Consultora de RH/ Mentora de Líderes/ Especialista em Carreira / Coach / Palestrante / Analista Comportamental / Docente / Administradora / Especialista RH / Pedagogia Empresarial / Mestre em Administra??o/ Doutoranda
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O primeiro passo é ser honesta(o) com você mesma(o), entendendo que sempre teremos algo a melhorar, por melhor que nos vejamos. E para essa evolu??o, use ferramentas online (ou n?o) de autoavalia??o, pe?a feedbacks de pares e superiores, compare-se com outros profissionais do mercado, analise suas conquistas (Quais projetos você liderou? Que metas você superou? Quais desafios você superou?) Reconhecer seus feitos te dará uma dose extra de confian?a e te ajudará a identificar seus pontos fortes, mas também os fracos.

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Caroline Philip

Employee Relation Officer
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To effectively measure your performance, always set an objective and track the KPI to know the progress and outcome. Create and action plan that mentions the steps and timelines in order to improve performance. Share the ideas with the Superiors and team members

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2 Collect data and evidence

Once you have your criteria, you need to collect data and evidence that support your self-evaluation. This can include quantitative metrics such as publications, citations, grants, awards, or patents, as well as qualitative indicators such as testimonials, reviews, peer recognition, or media coverage. You should also gather feedback from different sources, such as your supervisor, colleagues, team members, or external partners, using methods such as surveys, interviews, or focus groups. You can use tools such as the 360-degree feedback or the SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis to get a comprehensive and balanced perspective on your performance.

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Prof. (Dr.) Balvir S. Tomar

International President - World Health Summit | Founder & Chancellor - NIMS University
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Once you've established your criteria for success, gather data and evidence to support your self-evaluation. Quantitative metrics like publications, citations, grants, awards, or patents, along with qualitative indicators such as testimonials, reviews, peer recognition, or media coverage, can be included. Seek feedback from various sources, such as supervisors, colleagues, team members, or external partners, using methods like surveys, interviews, or focus groups. Employ tools like 360-degree feedback or SWOT (Strengths, Weaknesses, Opportunities, and Threats) analysis to gain a comprehensive and balanced perspective on your performance.

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3 Analyze and reflect

After you have collected the data and evidence, you need to analyze and reflect on them to draw conclusions and insights. You can use tools such as the PESTEL (Political, Economic, Social, Technological, Environmental, and Legal) analysis or the Porter's Five Forces analysis to assess the external factors that influence your performance. You can also use tools such as the STAR (Situation, Task, Action, and Result) method or the RACI (Responsible, Accountable, Consulted, and Informed) matrix to evaluate your actions and results in specific situations or projects. You should also compare your performance with your goals, expectations, and standards, as well as with your peers or competitors, to identify gaps and opportunities.

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Prof. (Dr.) Balvir S. Tomar

International President - World Health Summit | Founder & Chancellor - NIMS University
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Once you've gathered data and evidence, conduct a thorough analysis and reflection to draw conclusions and insights. Utilize tools like PESTEL analysis (examining Political, Economic, Social, Technological, Environmental, and Legal factors) or Porter's Five Forces analysis to assess external influences on your performance. Employ methods such as the STAR method (Situation, Task, Action, Result) or the RACI matrix (Responsible, Accountable, Consulted, Informed) to evaluate your actions and results in specific situations or projects. Compare your performance against your goals, expectations, and standards, as well as with peers or competitors, to identify gaps and opportunities for improvement.

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4 Plan and act

The final step of evaluating your own performance is to plan and act on the findings and recommendations from your analysis and reflection. This means creating an action plan that outlines the steps, resources, and timelines for improving your performance and achieving your goals. You should also communicate your action plan to your supervisor, team members, and stakeholders, and solicit their feedback and support. You should also monitor and review your action plan regularly, and adjust it as needed, based on the changing circumstances and results. You should also celebrate your achievements and reward yourself for your efforts.

Evaluating your own performance as a research manager can be a daunting task, but it can also be a rewarding and empowering one. By following these tips, you can develop a systematic and effective approach to self-assessment that can help you grow, learn, and excel in your role and career.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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You’re unsure about your professional progress. How can you evaluate your own performance?

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1 Define your criteria

2 Collect data and evidence

3 Analyze and reflect

4 Plan and act

5 Here’s what else to consider

Research Management

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