Situational Leadership & Performance Rating

Situational Leadership Used as Rating Scales
Abdjulazziz, Egypt
I am about to apply this to my direct reports by using situational leadership as the main managment style towards their subordinates... I guess I can come back to you with more answers 3 to 6 months from now!!

Rating Scales
Mario Lopez, Business Consultant, United States
Don't use these 4 quadrants to measure employee performance. Use them to measure the ability of the manager to get the employees from Q1 to Q4.
To appraise employee performance consider using the SMART Goal technique. In every task you give an end result and a time frame to complete it. Then assign a 1 to 5 scale to the ability of accomplishing the goal in the time frame:
- Correctly finish and always ahead of time - Scores 5
- Correctly finish and sometimes ahead of time - 4
- Correctly finish and in the time given - 3
- Sometimes finish late or incorrectly - 2
- Never finish on time or correctly - 1
That way you have a bottom line to measure everyone against the same scale, using the same method of training but it is not affected by the difficulty in tasks one employee may have over another.