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You’re a manager and you need to evaluate your supervisor’s performance. How do you do it right?

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As a manager, you have the responsibility of evaluating your supervisor's performance. This is not an easy task, as you need to balance your feedback, expectations, and goals with their skills, achievements, and challenges. How do you do it right? Here are some tips to help you conduct a fair and effective performance evaluation for your supervisor.

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Mala Bali

Empanelled Executive Coach-Consultant, Psychodrama - Certified Practitioner at Kincentric, Aon, DDI, Developing…
Tomi Akinwale ACCA, ACA, ACTI, B.TECH, FMVA, AAT.

Tax | Deloitte | Financial Reporting & Modelling |
DAKSHINA MURTY Ch

Senior HR, ER/IR Professional || Experience in Pharma, Engg, Mfg. Sectors|| IIM-K | CPBA

1 Prepare in advance

Before you meet with your supervisor, you should review their job description, objectives, and previous feedback. You should also gather relevant data and evidence to support your assessment, such as financial reports, customer reviews, or project outcomes. You should also prepare a list of questions to ask your supervisor, such as what they are most proud of, what they want to improve, or what they need from you.

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DAKSHINA MURTY Ch

Senior HR, ER/IR Professional || Experience in Pharma, Engg, Mfg. Sectors|| IIM-K | CPBA
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I always believe that it is a continuous cycle that involves open communication, frequent review (atleast once in a month),on the spot/ongoing feedback. Can make it smooth by understanding ~clearly the role, purpose, JD, KRA/KPIs, set clearly the expectations, required skills, Key competencies, competency gaps, SWOT, Johari window, I:1 discussion in detail by spending reasonable time. ~Collect real, relevant info on performance through multiple sources so as to gain a comprehensive understanding. ~Evaluate and document the results, understand the gaps, its root cause, countermeasures ~My feedback focuses more on behavior and outcomes than personal attributes ~Encourage good work, Chart out the development plan with fresh/modified goals

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Tomi Akinwale ACCA, ACA, ACTI, B.TECH, FMVA, AAT.

Tax | Deloitte | Financial Reporting & Modelling |
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There should be adequate prparation so you dont just appraise on random thoughts. I would advise to have a full week to consider all evaluation points before finalizing the review

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2 Use a clear and consistent framework

To ensure that your evaluation is objective and transparent, you should use a clear and consistent framework to measure your supervisor's performance. You can use a standard tool, such as the SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) criteria, or create your own based on your organization's values and expectations. You should also use a rating scale, such as 1 to 5, to quantify your feedback and avoid ambiguity.

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Tomi Akinwale ACCA, ACA, ACTI, B.TECH, FMVA, AAT.

Tax | Deloitte | Financial Reporting & Modelling |
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There should be an established framework and standard to follwo so that appraisers dont get too creative and appraise off-point

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3 Provide constructive and balanced feedback

When you meet with your supervisor, you should provide constructive and balanced feedback that highlights their strengths and areas for improvement. You should avoid personal or emotional comments, and focus on facts and behaviors. You should also use specific examples and data to illustrate your points, and avoid generalizations or assumptions. You should also acknowledge your supervisor's achievements and contributions, and express appreciation and recognition.

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Tomi Akinwale ACCA, ACA, ACTI, B.TECH, FMVA, AAT.

Tax | Deloitte | Financial Reporting & Modelling |
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Feedbacks must always be constructive and balanced wether it's coming from the Supervisor or it's coming from the subordinate

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4 Set SMART goals and action plans

After you have discussed your supervisor's performance, you should work with them to set SMART goals and action plans for the next period. You should involve your supervisor in the goal-setting process, and ensure that they agree and commit to the goals. You should also define the actions, resources, and support that your supervisor needs to achieve the goals, and how you will monitor and evaluate their progress.

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Tomi Akinwale ACCA, ACA, ACTI, B.TECH, FMVA, AAT.

Tax | Deloitte | Financial Reporting & Modelling |
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SMART goals and actions must be set so as to have a basis of measurement and assessment that are pricise and measurable against actual performance

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5 Follow up and communicate regularly

The performance evaluation is not a one-time event, but an ongoing process that requires follow-up and communication. You should check in with your supervisor regularly, and provide feedback, guidance, and encouragement. You should also update and adjust the goals and action plans as needed, based on changing circumstances or new opportunities. You should also document and record the performance evaluation and the follow-up actions, and keep them in a secure and accessible place.

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6 Seek feedback and improve yourself

As a manager, you should also seek feedback and improve yourself as a leader and evaluator. You should ask your supervisor for their feedback on your performance, communication, and evaluation methods. You should also reflect on your own strengths and weaknesses, and identify areas for improvement. You should also seek learning and development opportunities, such as training, coaching, or mentoring, to enhance your skills and knowledge.

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Tomi Akinwale ACCA, ACA, ACTI, B.TECH, FMVA, AAT.

Tax | Deloitte | Financial Reporting & Modelling |
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Everyone should seek feedback for improvement and capitalization on strenghts. Feedbacks is the easiest method to gain improvements. Though it must be objective

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7 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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Mala Bali

Empanelled Executive Coach-Consultant, Psychodrama - Certified Practitioner at Kincentric, Aon, DDI, Developing Leaders for Meaningful Impact | Catalyzing Inclusive Cultures
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When you give feedback to your boss, schedule a private, respectful meeting. Use "I" statements and specific examples. Keep the tonality constructive, share their impact on you/ the team. Pause to listen and keep it a two-way dialogue. Offer solutions and tell them you will keep the conversation confidential. Follow up on ongoing concerns. Your goal is to foster constructive dialogue, make positive changes and maintain a strong professional relationship. Be sure to thank them for the opportunity to share your feedback.

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You’re a manager and you need to evaluate your supervisor’s performance. How do you do it right?

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1 Prepare in advance

2 Use a clear and consistent framework

3 Provide constructive and balanced feedback

4 Set SMART goals and action plans

5 Follow up and communicate regularly

6 Seek feedback and improve yourself

7 Here’s what else to consider

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