Manager: a person in a role in which he or she is held accountable not only for their own personal effectiveness but also for the output of others; and is accountable for building and sustaining an effective team of subordinates capable of producing those outputs, and for exercising effective leadership. (Jaques 1998)
Part 4 of 4 Authorities That Every Manager Must Have: Authority to decide personal effectiveness appraisal and merit recognition
4 Minimum authorities that every manager must have in order to be an effective and trustworthy managerial leader.
- Part 1 Authority to reject a subordinate to fill a position
- Part 2 Authority to de-select a subordinate after due process
- Part 3 Authority to decide task assignments
- Part 4 Authority to decide personal effectiveness appraisal and merit recognition
If we are to hold a Manager Accountable for the output of their subordinates. Managers must have the Authority to decide personal effectiveness appraisal and merit recognition.
4. Authority to decide personal effectiveness appraisal and merit recognition
Emphasis on the phrase ‘To Decide’. The decision is determining and deciding the level of effectiveness of a subordinate in their role at work. All that can be expected of people at work is to do their best, the manager is to be held accountable for the output of their team. This decision of is the employee doing their best can only be made by the direct manager. If during the effectiveness appraisal, or sooner, the manager determines that the subordinate is not doing their best, then the process of coaching and possibly de-selection takes place. The other area is merit recognition, pay increases based upon the effectiveness of the employee. Again the manager is to decide the proper level, based upon the effectiveness appraisal.