Should we use 360-degree evaluations to determine how well our managers are “managing?”
My answer will be brief, followed by some applicable humor (well, it’s funny to me…)
Management efficacy should be evaluated by measurement, not popularity. Don’t ask the question if the answers aren’t actionable. In other words, if the manager is kicking butt on all measurable fronts, what would you have him or her change if a survey came back with suggestions?
The right answer, of course, is nothing.
Having said that…
What would you like to hear them say?
Three friends of Thibodeaux’s from the local Cajun congregation were asked, “When you’re in your casket, and friends and congregation members are mourning over you, what would you like dem to say?
“Jacque said: “I would like dem to say I was a wonderful husband, a fine spiritual leader, and a great family man.
Ovide commented: “I would like dem to say I was a wonderful teacher and servant of God who made a huge difference in people’s lives.
“Then it was Boudreaux’s turn to said somethon: “I’d like dem to say, “Look at dat!!!!, he’s moving!”
Measure managers by results, not popularity or wishful thinking.
KB
