Leadership and Performance Management: Practical Guide to Boost Your Team's Performance

Definition of Behaviors in Performance Evaluation

Performance evaluation is a crucial process in human resources management, as it allows you to identify, measure and improve employee performance. To carry out an effective evaluation, it is essential to clearly define the expected behaviors. These behaviors can be classified into three categories:

1. Exceed the Standards

2. Meet the Standards

3. Does not meet standards

Leadership: A Key Behavior

Leadership is one of the most valued behaviors in an organization, but it should not be confused with supervision of other workers. Leadership manifests itself in the ability to influence and guide others towards the achievement of specific objectives. To evaluate leadership, both the supervisor and the employee should consider whether the position involves:

- Training of other employees, even those newly hired at the same level.

- Be a reference of experience for clients (external and internal) and colleagues.

- Act as a leader on projects within the agency and deserve recognition for these contributions.

Example of Leadership Behaviors

Leadership is the art of guiding and influencing others to create a result that would not have happened otherwise. Some behaviors that could qualify as “Meets Standards” include:

- Establishes priorities to align work with agency or division objectives.

- Plans and leads meetings to ensure topics are discussed and agendas are followed.

- Provides timely and accurate feedback to others.

- Access resources in a timely manner.

- Recommends changes in work methods to improve performance within the agency or division.

- Request opinions, ideas and recommendations from others to improve the work situation.

Positive and Constructive Feedback

Positive Feedback

Positive feedback involves informing an employee about his or her good performance. This type of feedback should be timely, specific, and frequent, as recognition for effective performance is a powerful motivator.

Constructive Feedback

Constructive feedback alerts an employee to areas that need improvement. It should be descriptive, detailed and focused on the action, not the person. The main goal is to help people understand where they are in relation to expected performance and behaviors.

Importance of Constructive Feedback

If an employee is not meeting performance expectations, managers must provide constructive and honest feedback. It is important to do this before the problem becomes a significant problem. Here are some points to consider when giving constructive feedback:

- Be clear and specific about the behavior you need to improve.

- Provide concrete examples of how behavior affects performance.

- Offer clear and actionable suggestions for improvement.

- Make sure the employee understands future expectations.

- Establish an action plan and provide ongoing monitoring.

Performance evaluation is an ongoing, multifaceted process that goes beyond simply measuring results. By clearly defining behaviors, providing positive and constructive feedback, and focusing on leadership development, organizations can significantly improve their employees' performance and ultimately achieve their strategic goals.

References

State of Oklahoma Training and Development Office of Management and Enterprise Services Human Capital Management. Performance Management Process. No es simplemente evaluación. Recuperado de [https://www.iafc.org/docs/default-source/1vcos/ok-pmp-handbook.pdf](https://www.iafc.org/docs/default-source/1vcos/ok-pmp-handbook.pdf).