A company depends on its leadership to meet its goals. It is the employees in leadership positions who ensure the other employees are performing as expected and that goals are implemented. Therefore, leaders are important to the success of the companies due to their roles in maintaining the culture, values, goals and vision. It is therefore imperative that the right comments should be used in the annual review of leadership competency. Some of the leadership skills needed include decision making, delegation and team building.
Outstanding – exceeds expectations consistently
- Makes decisions after considering all the facts.
- Understands the importance of open communication, delegating duties and setting goals in empowering employees.
- Is open-minded when making decisions.
- Considers the contributions of other employees when making decisions.
- Shares credit with other employees when it is due and takes responsibility for unfavorable outcomes.
- Is realistic in setting goals and assigning tasks.
- Encourages employees to take charge of their career development and performance improvement.
- Values integrity, trust, and ethics in managing employees.
Meets expectations
- Makes decisions based on facts while differentiating between essential and non-essential data.
- The employees trust her decision making.
- Ensures there is open communication when dealing with the employees.
- Makes decisions that are beneficial to the company.
- Recognizes and rewards good performance.
- Delegates duties to employees according to their strengths and unique talents.
- Emphasizes on the benefits of working as a team.
- Builds high-performing teams with positive outcomes.
Needs to improve- Does not meet expectations occasionally
- Takes long to make a decision which in turn affects their relevance.
- Considers insignificant details when making decisions while relying on unauthentic sources.
- Tends to involve other employees in all decisions including those that they should not be included.
- Makes instant decisions that are influenced by his emotions.
- Puts less emphasis on teamwork which is evidenced by the poor results.
- In most cases, he does not take action when some employees are disruptive, or there are conflicts.
- Does not delegate most of the duties to the employees and tends to do them, which kills the teamwork spirit.
- Rarely encourages employees to take charge of their career development.
Failed to meet expectations
- Is not able to make decisions.
- Does not consider the input of other employees when making decisions.
- Her decision making is influenced by stereotyping and bias.
- Does not reward teamwork.
- Does not delegate duties or encourage open communication with the employees.
- Is always physically unavailable to her employees.
- Is hostile towards the employees and often communicates by reprimanding them.
- Makes major decisions impulsively.