performance review
January 15, 2022 By managources

How to conduct a performance review of your leadership?

performance review with the leadership guarantees the competitive differentials that an organization needs to remain in the market. Understanding how leaders carry out their activities and lead those they lead is essential for the performance of the team and, consequently, for the organization as a whole.

In this post, you will learn how to conduct a performance review of your leadership. Follow up!

What is a performance review?

Performance review is a practice used by companies to verify the performance of their employees, whether personal or collective, with the aim of improving individual and group results.

From this assessment, it is possible to identify the potential of a professional, as well as their points of improvement. With this, it is possible to improve these capabilities in order to achieve the necessary results.

In short, both team and leadership performance evaluation can be understood as a means to identify inconsistencies within the company and, also, a way to point out professionals who are making a good delivery.

Thus, evaluating the leadership of companies is as important for the direction of an organization as doing the same with employees at lower levels in the hierarchy.

How important is it to make constant performance reviews?

performance review

Performance evaluation is an increasingly used tool within organizations. It is a strategy to anticipate demands and identify sectors and circumstances that deserve attention.

The objective is to make the business reach the expected high levels of productivity.

In addition, it is an essential instrument for providing feedback to professionals. From these returns, it is possible to develop potentialities and identify difficulties.

How to conduct a leadership performance review?

See below how to structure the leadership performance evaluation process.

set the method

There are several methodologies that can be applied to the evaluation of leadership performance. Therefore, it is necessary to analyze which ones will help achieve the organization’s objective. You can choose an assessment by objectives, for example. As we will see below, this is a low-complexity method and, therefore, widely used by organizations.

Other options are field research — which assesses how leaders behave in the face of everyday challenges — self-assessment and critical behavior analysis. In the latter, extreme situations in which the leader acted positively or negatively are evaluated.

Choosing the starting point for the leadership performance appraisal process should be a decision made judiciously, as it will affect the review process over a long period of time.

Choose rating factors

It’s time to choose which factors to look at during the performance review. The greater the number of aspects explored, the more consistent the analysis. These are some of them:

  • the leader’s skills and technical skills;
  • posture in the work environment and initiative;
  • productivity (how much it is able to deliver results in a given period of time), among others.

give feedback

Performance appraisal is a very rich material, which contributes to the improvement of the leadership’s work. Thus, it is essential that it be used as feedback so that the professional can adjust their focus of work at work. So don’t let these assessments get lost in purely bureaucratic physical records.

In this sense, criticism and feedback should be seen by all members of an organization as a form of continuous development and improvement, not as something negative, that is, as a scolding.

What are the most common forms of performance appraisal?

Now that you know how to conduct a leadership performance review, see how you can apply it!


In this type of evaluation, performance review the leader himself is responsible for analyzing his income and performance in the position he holds. Self-assessment should be used in conjunction with other models, which will provide the organization with a broader view of the employee.

This methodology requires a great deal of self -knowledge on the part of the professional. For this reason, it is essential to apply it.

Evaluation by indicators

There are several indicators to be used in the evaluation of a professional, such as level of productivity or attendance. It is necessary, however, that they be traced with a focus on leadership competencies, preferably with the company’s top management.

The evaluation by indicators is widely used because it is very consistent — it is structured on real data and not just on the opinion of other people. In this way, it is easier to offer accurate feedback for the maturation of the evaluated professional.

Evaluation by goals and objectives

In the evaluation by goals and objectives, performance review there is a kind of review on the fulfillment of what was previously outlined. The performance of those professionals who have shown good performance is considered, as well as those who are below the expected goal.

This is one of the simplest forms of performance review, but for it to be effective, goals and objectives must be well defined and shared with the entire company’s leadership team.

Cost-based valuation

In the cost-based performance appraisal model, the leader’s performance is analyzed according to the cost-benefit it brings to the organization. That is, it is observed how much leadership produces and, on the other hand, it takes into account how much is invested in it.

This performance evaluation model is recurrently used by companies concerned with cost reduction, but it is a tool that does not encourage professional development. Therefore, it ends up being ineffective.

360 degree evaluation

In the 360-degree assessment, the professional is analyzed by colleagues in the same function, managers from other areas, customers, subordinates and immediate superiors. This breadth provides a more consistent assessment with a wealth of details, since from it it is possible to verify how the leader is seen by the most diverse stakeholders.

As we have seen throughout this post, performance appraisal is a crucial tool for developing leaders . Ideally, it should be applied with the aim of improving skills and, in this way, increasing the performance of the organization.