Submitted by MBAGuys.net member
Project Source - http://www.mbaguys.net/t2110/
EFFECTIVE TOOLS FOR PERFORMACE MAAGEMET OF SEIOR
MAAGERS
1. Upward feedback
In leadership development and management development, upward feedback (also
known as manager feedback and subordinate appraisal) is a structured process of
delivering feedback from subordinates to managers, intended to identify ways to increase
management effectiveness and enhance organizational performance. Basic idea: You are
only as good a manager as your subordinate thinks you are. Through the mechanism of
"upward feedback," employees in an organization can influence the behavior of
managers. The feedback is intended create two-way communication between employees
and managers that can assist in developing leadership skills.
Because of the complexity of this process, there are a number of important factors,
including
• Top-level support - Upper management generally provides visible support for the
process, communicating its importance to managers and employees.
• Clear purpose - Upward feedback is usually positioned as developmental. It is
not a classic appraisal; originally it is not designed to be tied to compensation.
That is, the aim of upward feedback is to improve managerial effectiveness.
• Training - Upward feedback is most effective when embedded in a
leadership/management development program.
• Backend support - Once managers get their feedback report, follow-up support is
usually available for report interpretation, action planning, and follows through.
• Confidentiality - Raters and ratees must be confident in the anonymity. In order
for upward feedback to be confidentially facilitated, it can be managed external to
the organization.
2. Balanced scorecard
In 1992, Robert S. Kaplan and David Norton introduced the balanced scorecard, a
concept for measuring a company's activities in terms of its vision and strategies, to give
managers a comprehensive view of the performance of a business. The key new element
is f