Q&As
Should staff participate in chief executive performance evaluations?
Traditionally, the chief executive’s performance evaluation is considered strictly board business. But, evaluations are not simple tasks. To create a more comprehensive overall picture, some boards are turning to staff for feedback. Selected staff members are asked to fill out an evaluation form and provide additional remarks on how the organization is managed.
To reap the true benefits of this approach, consider the following:
- Talk to the chief executive first. Make sure that he or she feels comfortable with this approach.
- Train the staff. Explain how this evaluation will be used. Clarify criteria for assessment.
- Stress confidentiality. Staff members must feel confident that their comments will remain confidential and will not affect their own performance evaluations.
- Stress objectivity. Personal vendetta has no place in evaluations. If a staff member cannot be objective, he or she should not participate.
- Look at the big picture. Understand that a subordinate provides perspective on only one side of the supervisor’s performance.
- Look ahead. Understand that this approach can be beneficial for improving future performance.
For more information, see Assessment of the Chief Executive in our bookstore.
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