The greatest benefit comes from staff appraisals that are done by either the employee’s manager or a senior manager who can take a personal interest in wellbeing of the employee. But what happens to the boss? Who does his or her performance appraisal?

Quite often, the answer is no one!

Now, if you are thinking that the boss doesn’t need a staff appraisal, you couldn’t be farther from the truth. The owner or senior manager actually needs a performance appraisal just as much, if not more, than any other staff member.

From a performance point of view, the whole organisation could potentially benefit more from improvements to the leadership team than it might from improvements to general staff performance alone.

Particularly if the performance appraisal of management moves management to initiate better staff performance and measurement practices that flow on to all staff.

What is the boss missing out on?

The staff appraisal process ensures that each employee has the opportunity to be helped by their manager, with the backing of the organisation, to focus on improving their work performance and help them to establish a clear career path.

 No one should assume that the manager or the owner of the business should miss out on the benefit of a good staff appraisal. But who is the most appropriate person to do their staff appraisal?

For most small business owners and senior managers, the best solution is engage an external Executive Coach or Leadership Coach who specialises in leadership development and staff performance.

As a business owner or a senior manager, your Leadership Development Coach should then provide you with the mentorship role that would usually be done by a good manager to ensure that your personal development not only gives you the maximum benefit but that the business is better for it too.

Contact Chris Edwards to find out more about how working with a leadership coach can benefit you and your business.