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Raising Performance

Once clear expectations and goals are communicated - supported by comprehensive job descriptions and objectives- the next phase is effective performance assessment.​


For managers, focusing on what truly matters means identifying and prioritizing assessment areas based on their relevance to individual and organizational success.​


Assessing performance involves comparing actual results to these key areas, using objective observations and measurable criteria to identify gaps and guide development.​


This same approach applies to self-appraisal: by regularly reflecting on personal strengths and identifying growth areas aligned with core goals, individuals can make informed, ongoing improvements.​​

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One of the ways in which you can identify areas for improvement, is to start by mapping out, in sequence, the steps and activities required for the job holder to complete their role. Each activity contributes to measurable outputs or key results, directly shaping overall performance.

 

To identify gaps, review each step in the process and assess how effectively the job holder delivers in each area. This same approach applies if you’re reviewing your own performance—scrutinize each facet of your role to pinpoint skills gaps and growth opportunities.

 

Many roles require multitasking and activities that don’t follow a strict sequence. In these cases, create a separate list of recurring or ad hoc tasks, then assess performance for each to identify further improvement areas.

For example in report writing: clarity of purpose, accuracy of information, logical flow, strength of the case being made, quality of document design and so on. Assessing activities in greater detail gives you scope to pinpoint areas for improvement.

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Consider performance before your involvement and again after you’ve made changes. At each stage, account for related tasks or interactions - whether performed by the job holder, other team members, or departments. Reflecting on these touchpoints and their impacts can help you spot opportunities for improvement, either in an individual’s approach or in broader company processes.​

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For example, a project manager who fails to collect all required data before launching a project, or a sales department selling a solution without securing a smooth handover to delivery, may expose gaps and risks. Similarly, missing steps in invoicing or customer query resolution can reveal areas needing attention.

 

This concept may highlight opportunities for personal development, as well as reveal areas where company processes can be improved to enhance performance and results.

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Do You Have A Different Perspective

If the examples above don’t seem relevant to you, or the process feels oversimplified, consider a practical approach for assessing performance:

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  • Start by listing every activity the job holder performs.

  • Rate each activity (e.g., 1–5) based on its importance.

  • Organize activities in order of priority, focusing attention on what matters most.

  • Consider how frequently each activity occurs—is it ongoing, project-related, or seasonal?

  • Identify the subset of activities that substantially contribute to successful outcomes in each key area.

  • Then assess strengths and weaknesses, whether you’re evaluating someone else’s performance or your own.

  • Finally, use this analysis to pinpoint gaps and develop targeted solutions for improvement.

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Gravitas, Impact & Influence

One of the most common skills gaps is around Gravitas, Impact, and Influence—qualities that are critical for anyone in a leadership or high-impact position, such as sales or consulting.

 

These attributes distinguish those who genuinely command respect, earn trust, and drive results from those who simply get by.

 

Only one in four people in such roles has the level of Gravitas, Impact, and Influence to be truly successful.

The rest plod along!

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