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How to Evaluate Your Performance as a Leader

Tuesday December 19th 2017

evaluateyourperformanceAs a leader, supervisor or manager in your company, one of your responsibilities is to monitor and assess the productivity of your team. You may do this through quarterly or annual evaluations where you observe your employees and review their work, or administer tests to ensure that they’re up-to-date on procedures. Doing so ensures that each member of the team is consistently contributing to the success of the company.

But how do you evaluate your own performance as a leader? Surely you must be held to the same standards as the team you manage, but what is the best way to assess your leadership skills?

We’ve got a few ideas to help you identify your strengths and possible weaknesses to ensure that while you’re expecting the best from your team, you can ensure that you’re giving your best as well.

Define Your Role

It’s unlikely that there’s any ambiguity in your actual job title. You were hired or promoted to a specific position. But what exactly is expected of you in that position? Before you try to assess your performance, it’s important to know what you’re actually assessing.

Take some time to jot down your responsibilities and define what is expected of you as a leader in your company. Be as specific as possible so that in evaluating yourself, you can target each aspect of your role and ensure that every need is being met.

Some common areas you should evaluate include:

Communication – How do your employees expect communication? What guidelines does the company have in place regarding communication?

Procedure – What does your company expect of its employees? What protocols are you expected to know and follow? What is your role in ensuring the team knows and follows these protocols?

Conflict Resolution – What policy does the company have in place to manage conflicts? What is your role in the process of conflict resolution?

 Get Feedback

When you’ve written a detailed list of the responsibilities of your position, it’s time to get some feedback on your performance. The best people to evaluate your effectiveness as a leader are the people you’ve been hired to lead. Conduct a regular performance review of your leadership skill – perhaps annually – by asking your employees to share their critiques. These reviews should be done anonymously and respectfully, with an understanding that your employees must feel free to answer honestly.

Ask them questions such as:

  • Am I available when you need me?
  • Do you feel comfortable communicating your ideas or frustrations with me?
  • How can I serve you better?
  • Do I motivate you?
  • Do I communicate clear objectives?
  • Do you feel valued?

These are just a few questions to ask your employees that will give them the opportunity to be truly honest. Evaluations do not serve you if your employees aren’t asked the right questions, or if they don’t feel they can answer truthfully.

Take Action

Once you’ve received feedback from your team, it’s time to act on their assessment. If you received any negative feedback, don’t ignore it. Take steps to improve and show your team that you heard their concerns. Whether you received positive or negative feedback, it’s always good to find ways to strengthen your leadership skills. Consider taking a leadership training course where you can enhance your strengths and improve your weaknesses. Your team deserves the best from you, and you can’t give them that if you ignore their feedback.

As they say, attitude reflects leadership. So, one of the best ways to gauge your performance is by the atmosphere you’ve fostered in the office. Do your employees thrive under your leadership? If the answer is anything other than “yes,” it’s time to re-assess your leadership skills and take the steps to improve. Give your team your best, and they will give you theirs in return.

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