The role of Managers in evaluating the performance of their direct reports

Companies are competing in an ever changing external environment. It is necessary to monitor and understand how these changes impact on employee performance. Relying on the same old traditional process of filling out forms and conducting reviews just once a year doesn’t support these new economic challenges. There is also a shift in the new world of work from fixed organisations to matrix organisations where employees migrate from one functional team to another and the annual cycle feedback needs to become just-in time feedback. This has a major impact on performance so to meet this challenge companies should adopt an agile performance management approach to meet their needs.

Companies rely on managers to help them execute their programs and strategy. Managers are experiencing higher levels of stress at work according to the Global Workforce Study 2012 . However companies are investing less in people management capabilities, which may be a reason that managerial effectiveness is poor according to the study by World at Work.

When evaluating the performance of an employee manager should focus on primarily on:

Goal achievement

Assess whether the employee met the assigned objectives in the agreed time period. If not ask for reasons why and whether additional resources or training maybe needed to accomplish these objectives.


The conversations needs to talk about the behaviour not personality. What was the behaviour exhibited while working on attaining the objectives. Whatever you talk about you must be able to back up with specific examples to support your comments.

The golden rule of performance feedback is really quite simple. It’s about making it timely. Giving the performance feedback as close to the actual performance as possible. Don’t save it all up for the couple of review meetings during the year. (see article on ‘The golden rule of receiving good performance feedback)

Managers complain that the performance review process is broken, overly complicated and too time-consuming. Often this is because companies automate bad processes, further compounding the problem according to the World at Work study. At Talentevo we have developed a simple solution that makes the manager’s job easier and helps saves time so staff can re-focus on more value added activities for the business.



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