Folks the Supervisor is acting in a Manager level, waiting to be promoted When the time of appraisal comes, he should be appraise among other Supervisors or among Managers Please share Thanks Winai
From Thailand, Ban Bang Phai Yai
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2From Thailand, Ban Bang Phai Yai
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We understand that this was a part of your leadership development strategy. It's obvious that he has been groomed for this manager role for quite some time. This has already set the right kind of expectations in terms of communication and performance.
As of now, he remains a supervisor until his promotion is declared and announced. Hence, it is necessary to appraise him along with the other supervisors. However, upon his promotion, all his processes would be aligned to the manager level.
Hope this clarifies your doubt. Please revert if you need further clarification.
From India, Mumbai
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As of now, he remains a supervisor until his promotion is declared and announced. Hence, it is necessary to appraise him along with the other supervisors. However, upon his promotion, all his processes would be aligned to the manager level.
Hope this clarifies your doubt. Please revert if you need further clarification.
From India, Mumbai
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I beg to differ! He may be a "supervisor," but due to his potential, he is asked to "act" in a managerial capacity. His performance in his acting capacity is also going to matter while deciding if he is good enough to be a "manager."
It is always the "performance" that needs to be PRIMARILY appraised. His behavioral traits, etc., may (in fact, should) be appraised as well, but the determinant will be the efficacy of his managerial skills, attitudes, and perspectives.
Therefore, if his predominant role in his present assignment is "managerial" and if he has been asked to "act" in that capacity as such, then he ought to be appraised as a manager (giving due consideration to the fact he is not yet a "manager" but is on the way to becoming one).
To address my own difference in approach, I suggest that a "special" appraisal be carried out in such cases since this is not a normal assignment. A way can be found out. In any case, a supervisor, in many ways, is close to managing! He is just a little away from the actual process of managing.
Regards,
Samvedan
September 15, 2011
From India, Pune
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It is always the "performance" that needs to be PRIMARILY appraised. His behavioral traits, etc., may (in fact, should) be appraised as well, but the determinant will be the efficacy of his managerial skills, attitudes, and perspectives.
Therefore, if his predominant role in his present assignment is "managerial" and if he has been asked to "act" in that capacity as such, then he ought to be appraised as a manager (giving due consideration to the fact he is not yet a "manager" but is on the way to becoming one).
To address my own difference in approach, I suggest that a "special" appraisal be carried out in such cases since this is not a normal assignment. A way can be found out. In any case, a supervisor, in many ways, is close to managing! He is just a little away from the actual process of managing.
Regards,
Samvedan
September 15, 2011
From India, Pune
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Dear Sir, I am glad to see your reply. It's a learning experience for me. Generally, we handle processes by the rule of thumb and not the logical thinking required for each situation. The nuances, as noted by you, will have an entirely different impact now. I am sure Winai will be rightly guided by your contribution. Thank you for this.
Regards,
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From India, Mumbai
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Regards,
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From India, Mumbai
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