People - Self Coaching - Assessing

Assessing

 

How effective are your assessing skills?

 

To find out, complete this brief questionnaire relating to how you assess the performance of an individual within your team. For each pair of statements below, tick the one that is most like what you would do, in most cases.

 

1.   a) I help them to see their results as ‘black and white’, meet or miss targets

2.   b) I allow ‘shades of grey’ interpretation of their results

 

1.   a) I take a full period or year’s results into account as appropriate since their last review

2.   b) I base my judgement on how they’ve done this week because the past is history

 

1.   a) I prefer to remain flexible and see how they’ve done before deciding

2.   b) I agree with the person the criteria against which they will be assessed before starting their review or assessment

 

1.   a) I make sure we agree what good results or behaviour will look like beforehand

2.   b) I remain flexible when they give me examples of good behaviour or performance they have shown

 

1.   a) I rely on my own intuition and feelings whilst reviewing their performance

2.   b) I remain objective and unbiased whilst discussing their performance with them

 

6                a) I avoid showing my feelings on whether they are likely to reach their objectives or not

1.   b) I make sure I show interest and confidence in the individual

 

1.   a) I have a good idea of how well they’re likely to do before we agree their objectives

2.   b) I avoid pre-formed ideas about the person’s ability or potential

 

1.   a) I make sure we agree how they will demonstrate the skills and behaviours they are working to improve

2.   b) I allow them to tell me later how they demonstrated the skills and behaviours they are working on

 

1.   a) I take into account anything that someone else may have to say about the person or their performance

2.   b) I check other people’s observations and opinions out thoroughly for myself before deciding whether to use them

 

1.   a) I avoid setting precise objectives so that we can both remain flexible

2.   b) I assess the person against SMART objectives we have already agreed

 

1.   a) I assess only the topic that is relevant to the discussion we are having at the time

2.   b) I take any other aspects of their performance into account at all times

 

1.   a) I let them tell me what they want to about their performance and assess them by what they say

2.   b) I ask questions that get them to give me specific facts and information.

 

1.   a) I pick out the points I want to hear from what they tell me

2.   b) I listen actively to what they say

 

1.   a) I compare standards and performance objectively, using yes or no, hit or miss judgements

2.   b) I look at their performance from their point of view and avoid absolute measures

 

1.   a) I help the person create a development plan as needed.

2.   b) Their development plan is strictly down to them

 

1.   a) I encourage them in a desire to improve, and to take responsibility for their own development

2.   b) I pass their needs on to someone else to plan, supply and deliver any training necessary

 

1.   a) I require the person to commit to agreed actions with measures, milestones and dates

2.   b) I encourage them to remain flexible and see what opportunities for development might occur naturally

 

1.   a) I wait for the individual to tell me when they’ve achieved their goals or to ask for help

2.   b) I set up and implement the review process to monitor and reinforce progress

 

Scoring

Give yourself 5 points for each of the following answers you have chosen:

 

People - Self Coaching - Assessing

Assessing

75 – 90: Well done! You appear to have a good grasp of the skills and behaviours necessary to assess your team effectively.

 

60 – 75: Nearly there. You might like to review the answers for which you scored no points and consider the alternative actions.

 

45 – 60: You should review the answers where you scored no points and consider the actions in the statements you didn’t choose.

 

Below 45: You could benefit from development in this area. Start by reading and using the Top Tip on Assessing.

 

Further development

Consider the following questions and note your thoughts. There are no right or wrong answers, this is to give you food for thought.

 

     Was your preference for an objective or subjective style?

 

     How does this match your own view of yourself as an assessor?

 

     What are the implications of this for the people that you assess?

 

     Do you need to change anything, and if so, what?

 

     How will you make the change?