Rating game

Entrepreneur, June, 1997 by Jacquelyn Lynn

* Has this person made the transition from independent contributor to manager? An independent contributor gets the job done himself. On the other hand, a manager gets the job done by delegating to the appropriate employee, freeing himself to tackle other objectives at the same time.

* Is the person well-matched to the specific management position he or she is in? For example, Kerns says, in an ideal world, innovators should be managing people in departments where innovation skills can be used: "The nature of the work has to be matched with the person's work preferences."

* Does the manager lead with clear direction? A strong indicator of a manager's leadership skills is the performances of the people being managed. Do employees know their jobs are important and understand how they fit into the organization? The answer to that question, Kerns says, will help you measure the effectiveness of their manager.

* Is the manager focused when working to get results? Managers must be able to set priorities that are in line with company goals, then work on the things they can influence the most and which are most important to bottom-line results. "Does the manager work on the most important things each day, each week, each month, to get the results they've agreed to get?" Kerns asks. If so, the manager is setting a good example, which encourages employees to follow suit.

* Does the manager speak and act in ways that promote his people's productivity? Specific methods will vary depending on the circumstances, but effective managers are sensitive to opportunities that encourage productivity.

* Can the manager effectively coordinate resources, such as getting people to work as a team when appropriate? A key element here is appropriateness. Kerns stresses that working as a team is not always the most productive strategy. "Every team requires individuals to do the job well," he says. Strong managers recognize the value of the individual and understand when teams are - and are not - appropriate.

Individual manager performance is a key building block to organizational success, Kerns emphasizes. Taking the time to accurately assess managerial performance, provide adequate feedback and develop an plan for improvement will help your managers and your company reach their fullest potential.

Jacquelyn Lynn is a business writer in Winter Park, Florida.