It’s Time To Reevaluate How You Evaluate

Part of maintaining a successful business is consistently evaluating your progress. You need to know revenues, profits, ROI, expenses, marketing analytics, and much, much more. Don’t get us wrong — all of that is important. But when it comes to how you evaluate your management team, it might be time to reevaluate how you evaluate. 

Look Beyond The Basics.

Yes, it’s important to know how productive your teams are overall and to evaluate their progress objectively through data collection. However, a great leader is more than just a productivity machine. They also multitask, play to people’s strengths, give encouragement, think ahead, brainstorm great ideas, and build great teams. While these qualities are harder to quantify, they are fundamental when it comes to sustaining a successful organization. So, be on the lookout for great leaders who possess a diverse skill set, and reward those qualities when it comes time for management evaluations. 

It Pays To Have A People-Person

Servant leadership,” a form of leadership where managers put the needs of customers and employees above their own, has been shown to result in a 6% overall increase in a team’s productivity and a 50% drop in the likelihood that employees will leave a company. With 65% of employees saying they would rather have a good boss than a raise, this type of manager can help you attract great employees and keep them long term. That’s why selecting managers who lead with love is so essential if you want to get the best out of your employees. Always take that ability into consideration while evaluating them.

Close up head phot profile portrait of kind young businesswoman holding folded hands on chest, feeling thankful. in modern office. Smiling compassionate female employee involved in charity activity.

Think Outside Of The Box.

The ability to adapt is one of the fundamental elements separating successful companies from companies that fail. That’s why you need leaders who can see what doesn’t work and come up with strategies to make improvements. You want people who know how to improve your company culture, marketing strategies, sales process, and communication methods.

The best part? Once one of your managers optimizes a process that isn’t working for your business, you get to keep that wisdom long after they are gone. It’s a gift that will keep giving for years and years to come. Be sure to factor this out-of-the-box thinking into your managerial evaluations. 

Invest In Great Leaders. 

When you invest in a manager who has truly great leadership skills, you are also investing in future potential leaders as well. Great leaders can evaluate who would make a good replacement for them if and when they decide to move on and can recommend internal hires who can take over their role easily. Providing opportunities for upward mobility is also one of the greatest ways to mitigate high hiring costs and retain current talent. 

So, when it comes to evaluating your management team and hiring for managerial positions, don’t focus merely on hard skills and data. Instead, take the time to weigh their unique strengths and appreciate their softer skills that keep your business running smoothly.

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