Performance Self-Check for Managers

Technicalhr >> Performance Management

Have you, as a manager, ever thought that,

“I worked so hard. I carried many of the works in my team as I knew that my team lacked of capability to do so. No people. No skills. I did it all to ensure our team deliver as per target. But why my boss does not appreciate me?”

There maybe some. Stop wining. Stop complaining. Time to get up and face the truth. We are going to do our performance self-check. Nobody needs to do for us. We will do it by ourselves for ourselves. Let’s begin.

Performance Management Concept in Your Company

You may need to understand what and how your performance in the company is being measured as it is affected to your salary increment, your bonus/incentives perhaps (well, this really depends. In some companies, even HR is not able to explain because HR itself cannot find a proper reason, too.), opportunity to be in talent pool, promotion, etc. This equation is critical for you. For examples, KPIs only, Overall results, result plus some other things? It really depends on what your company wants to achieve because the performance management should not be fixed. It should be as the needs and the course of business. It is for our own sake to understand it.

Find out.

Absolute Performance Management by Ideal

Regardless your company implements anything for performance measurement, to do a self-check, we can just go through every point as a manager needs to do so.

1.????Goal settings (Goals, KPIs, OKRs)

2.????Other committed deliverables NOT DEFINED in your Goal Settings

3.????Competency assessment as Manager and as Employee of Organization

4.?????360 Degree survey

5.????Employee net promotor score (ENPS)

6.????Self- development

7.????Self-discipline

8.????Overall contribution and impact to team, organization and other stakeholders

The list is quite exhaustive. However it is a self-check that I would do it as a basis as those are things that I can control.

Let’s start.

1. Goal settings (Goals, KPIs, OKRs)

At the beginning of the year, your manager and yourself needs to discuss about goals that you want to achieve this year, KPIs that you are going to measure against, results that your manager and yourself want to see.

You have to go through them one by one with open-minded. Stay to the facts that happened. What’s good, what’s bad, what/how to improve, etc., these are the points that you have to look into them immediately. No pin points to anyone. Focus on yourself first and if support is needed to resolve something that you cannot control, you take note and bring it to discuss later on.

2. Other committed deliverables NOT DEFINED in your Goal Settings

You need to also review your other committed deliverables if they are not defined in your goal settings such as non-core functions, projects, improvement initiatives, other deliverables based on your role, etc.

Check the progress status and if they go wrong, plan for solutions.

3. Competency assessment as Manager and as Employee of Organization

Your managerial and technical competency as manager is another critical part as well as required competency for the company’s employees.

Basic managerial competency that you have to evaluate yourself such as planning, organizing, leading, staffing and controlling, etc. as they are directly affected to your performance. For technical competency, it really depends on the function that you are in charge. On top of that values or core competency of the company, you need also need to evaluate yourself as well.

4. 360 Degree survey

Feedback from our colleagues is valuable. It will help to you to see gaps in your deliveries, interaction, communication, process, etc. with your colleagues. Utilize it as a reflection for people who want to work with you. Which one is good, make it better. Which one is less, find the way to improve. Which one is no use, stop it.

It is good way for another self-check.

5. Employee net promotor score (ENPS)

Not only Employee Net Promoter Score (ENPS) or client’s satisfaction survey to evaluate the team you are leading is good source to hear from your stakeholders what they think about your team. You may only have heard but this will give you a solid evidence on performance of your team and what/how you manage your team to get this result.

Use it wisely. Focus on facts, verify, analyze, and take actions.

6. Self- development

Whether there is a policy, standard, process or KPIs defined your completion of learning, which could be very basic, you also need to check if you manage your time for self-development on areas that you want to improve, strengthen or something for your future. Mostly it is part of your Individual Development Plan (IDP). It is your responsibility to do so.

If you don’t achieve as plan, re-plan and discuss with your manager to be aligned.

7. Self-discipline

Your attendance, leaves, discipline cases, and other behavioral related matters, you need to monitor and check yours. As manager, there is expectation from stakeholders to see you as an example. It creates impact in all aspects in particular when you want to go higher in your career.

8. Overall contribution and impact to team, organization and other stakeholders

Lastly zoom out and view from 34,000 feet from the ground, you can ask yourself if you see this manager, which is you, make a progress and contribute to team, company, and your manager. You have to be able to integrate your performance and respond to this point confidently and solid justification.

Now you can have a full view on Performance Self-Check. Hopefully it can help you to be aware of and make a progress throughout the year.