{"id":8557,"date":"2026-03-23T10:10:00","date_gmt":"2026-03-23T09:10:00","guid":{"rendered":"https:\/\/balencio.com\/performance-in-management-levers-and-actions\/"},"modified":"2026-04-15T14:22:08","modified_gmt":"2026-04-15T12:22:08","slug":"performance-in-management-levers-and-actions","status":"publish","type":"post","link":"https:\/\/balencio.com\/en\/performance-in-management-levers-and-actions\/","title":{"rendered":"Performance in management : Levers and actions"},"content":{"rendered":"\n<div class=\"wp-block-grimlock-wrapper alignfull  wp-block-grimlock-wrapper--inner-narrower\" style=\"--grimlock-wrapper-background-color:#F8F9FA;--grimlock-wrapper-margin-bottom:0rem;--grimlock-wrapper-padding-top:2rem;--grimlock-wrapper-border-top:0 solid #00000000;--grimlock-wrapper-border-bottom:0 solid #00000000;--grimlock-wrapper-border-left:0 solid #00000000;--grimlock-wrapper-border-right:0 solid #00000000\"><div class=\"wp-block-grimlock-wrapper__bg\"><\/div><div class=\"wp-block-grimlock-wrapper__bg-overlay\"><\/div><div class=\"wp-block-grimlock-wrapper__inner\"><div style=\"font-style:normal;font-weight:500;text-transform:uppercase\" class=\"taxonomy-category has-text-align-center wp-block-post-terms has-text-color has-black-color has-text-bigger-font-size\"><a href=\"https:\/\/balencio.com\/en\/resources\/articles\/\" rel=\"tag\">Articles<\/a><\/div>\n\n\n<div style=\"height:1rem\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<h1 class=\"has-text-align-center wp-block-post-title\">Performance in management : Levers and actions<\/h1>\n\n\t\t\t<div  class=\" wp-block-grimlock-divider alignfull grimlock-divider grimlock-divider--flip-shape-horizontally grimlock-divider--align-icon-center-center\" style=\"--grimlock-divider-shape-color:#F8F9FA;--grimlock-divider-icon-color:#000000;--grimlock-divider-background-color:#fefefe;--grimlock-divider-icon-size:20px;--grimlock-divider-height:100px;--grimlock-divider-margin-top:0px;--grimlock-divider-margin-bottom:0px;z-index:0;\"  >\n\t\t\t\t\n\t\t\t<div class=\"grimlock-divider__icon\">\n\n\t\t\t\t<svg width=\"40\" height=\"40\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" viewBox=\"0 0 40 40\"><\/svg>\n\n\t\t\t<\/div>\n\n\t\t\t\t\t\t\n\t\t\t<div class=\"grimlock-divider__shape\">\n\t\t\t\t<svg viewBox=\"0 0 1600 200\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" preserveAspectRatio=\"none\" class=\"grimlock-divider-svg grimlock-divider-svg--curve\" aria-hidden=\"true\"><path d=\"M1610 177.3C1423 122.9 1133.3 88 808 88c-334.7 0-631.8 37-818 94.1v28h1620v-32.8z\"><\/path><\/svg>\n\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\t\t<\/div><\/div>\n\n<div class=\"wp-block-grimlock-wrapper alignfull  wp-block-grimlock-wrapper--inner-narrow\" style=\"--grimlock-wrapper-border-top:0 solid #00000000;--grimlock-wrapper-border-bottom:0 solid #00000000;--grimlock-wrapper-border-left:0 solid #00000000;--grimlock-wrapper-border-right:0 solid #00000000;--grimlock-wrapper-overflow:visible\"><div class=\"wp-block-grimlock-wrapper__bg\"><\/div><div class=\"wp-block-grimlock-wrapper__bg-overlay\"><\/div><div class=\"wp-block-grimlock-wrapper__inner\">\n<div class=\"wp-block-group has-balencio-grey-600-color has-text-color has-text-smaller-font-size is-content-justification-center is-nowrap is-layout-flex wp-container-core-group-is-layout-80041ad0 wp-block-group-is-layout-flex\">\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<p>Post\u00e9 le<\/p>\n<\/div><\/div>\n\n\n<div class=\"has-text-align-left wp-block-post-date\"><time datetime=\"2026-03-23T10:10:00+01:00\">23 March 2026<\/time><\/div><\/div>\n\n\n\n<div style=\"height:1rem\" aria-hidden=\"true\" class=\"wp-block-spacer wp-embed-aspect-16-9 wp-has-aspect-ratio\"><\/div>\n\n\n\n<p class=\"has-text-align-center wp-embed-aspect-16-9 wp-has-aspect-ratio has-balencio-blue-500-color has-text-color\" style=\"font-style:normal;font-weight:500\"><span class=\"span-reading-time rt-reading-time\"><span class=\"rt-label rt-prefix\"><\/span> <span class=\"rt-time\"> 7<\/span> <span class=\"rt-label rt-postfix\"><\/span><\/span> reading time<\/p>\n\n\n\n<div style=\"height:1rem\" aria-hidden=\"true\" class=\"wp-block-spacer wp-embed-aspect-16-9 wp-has-aspect-ratio\"><\/div>\n\n\n<figure style=\"width:100%;\" class=\"wp-embed-aspect-16-9 wp-has-aspect-ratio wp-block-post-featured-image\"><img decoding=\"async\" width=\"2560\" height=\"1600\" src=\"https:\/\/balencio.com\/wp-content\/uploads\/2026\/03\/Performance-en-management-scaled.png\" class=\"attachment-full size-full wp-post-image\" alt=\"Performance en management\" style=\"object-fit:cover;\" srcset=\"https:\/\/balencio.com\/wp-content\/uploads\/2026\/03\/Performance-en-management-scaled.png 2560w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/03\/Performance-en-management-300x188.png 300w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/03\/Performance-en-management-1024x640.png 1024w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/03\/Performance-en-management-768x480.png 768w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/03\/Performance-en-management-1536x960.png 1536w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/03\/Performance-en-management-2048x1280.png 2048w, https:\/\/balencio.com\/wp-content\/uploads\/2026\/03\/Performance-en-management-1850x1156.png 1850w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/><\/figure>\n\n\n<div class=\"wp-block-columns is-not-stacked-on-mobile wp-embed-aspect-16-9 wp-has-aspect-ratio is-layout-flex wp-container-core-columns-is-layout-9d6595d7 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:75%\">\n<p>A high-performing manager does not simply achieve their objectives: they create the conditions in which their teams can perform at their best. This guide provides you with practical tools to assess, develop, and manage managerial performance within your organization. <\/p>\n\n\n<h2 class=\"wp-block-heading\" id=\"performance-in-management-what-exactly-are-we-talking-about\"><strong>Performance in management : what exactly are we talking about?<\/strong><\/h2>\n\n\n<p>Managerial performance refers to a manager\u2019s ability to achieve operational objectives while sustainably developing employee <a href=\"https:\/\/balencio.com\/en\/employer-branding\/engagement\/\">engagement<\/a>, skills, and <a href=\"https:\/\/balencio.com\/en\/well-being-at-work\/\">well-being<\/a>. It is a dual concept: performance through results and performance through people. Effectively managing both dimensions is essential to creating long-term value.  <\/p>\n\n\n<h3 class=\"wp-block-heading\" id=\"the-two-inseparable-dimensions-of-managerial-performance\"><strong>The two inseparable dimensions of managerial performance<\/strong><\/h3>\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td class=\"has-text-align-center\" data-align=\"center\"><strong>Performance by results<\/strong><\/td><td class=\"has-text-align-center\" data-align=\"center\"><strong>Performance by people<\/strong><\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Achievement of commercial objectives (turnover, margins, deadlines, quality)<\/td><td class=\"has-text-align-center\" data-align=\"center\">Team engagement and <a href=\"https:\/\/balencio.com\/en\/employer-branding\/satisfaction\/\">satisfaction<\/a> rates<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Team productivity and operational efficiency<\/td><td class=\"has-text-align-center\" data-align=\"center\">Development of employees&#8217; skills<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Compliance with budgets and allocated resources<\/td><td class=\"has-text-align-center\" data-align=\"center\">Talent <a href=\"https:\/\/balencio.com\/en\/employer-branding\/retention\/\">retention <\/a>within the team<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Quality and reliability of deliverables<\/td><td class=\"has-text-align-center\" data-align=\"center\">Team climate, cohesion, and cooperation<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Achievement of the KPIs defined with management<\/td><td class=\"has-text-align-center\" data-align=\"center\">Absenteeism and team turnover rates<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p>A manager who delivers results at the expense of employee well-being is not high-performing: they are undermining the organization\u2019s future performance. Conversely, a manager who is highly appreciated but unable to achieve expected results also fails to fulfill their role. True managerial performance lies in the sustainable balance between both dimensions.  <\/p>\n\n\n<h3 class=\"wp-block-heading\" id=\"managerial-performance-vs-individual-performance-do-not-confuse\"><strong>Managerial performance vs individual performance : do not confuse<\/strong><\/h3>\n\n\n<p>This is a common mistake in companies: promoting the best expert or top salesperson to a management role, assuming that individual excellence predicts managerial excellence. It does not. <\/p>\n\n\n\n<p>Managerial performance is a specific skill set that is learned, developed, and assessed according to its own criteria, distinct from technical or job-specific competencies.<\/p>\n\n\n<h2 class=\"wp-block-heading\" id=\"key-figures-why-managerial-performance-is-a-critical-issue\"><strong>Key figures : why managerial performance is a critical issue<\/strong><\/h2>\n\n\n<p>The data is clear: the quality of management is the primary driver of employee performance. Here are the key statistics every HR leader and executive should keep in mind. <\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td class=\"has-text-align-center\" data-align=\"center\"><strong>70%<\/strong><br\/><br\/>the variance in a team\u2019s commitment is explained by the quality of its manager<\/td><td class=\"has-text-align-center\" data-align=\"center\"><strong>50%<\/strong><br\/><br\/>some employees left a job because of their manager<\/td><td class=\"has-text-align-center\" data-align=\"center\"><strong>21%<\/strong><br\/><br\/>productivity gains in highly engaged vs unengaged teams<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p><\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td class=\"has-text-align-center\" data-align=\"center\"><strong>58%<\/strong><br\/><br\/><br\/><\/td><td class=\"has-text-align-center\" data-align=\"center\"><strong>3\u00d7<\/strong><br\/><br\/>Teams managed by an excellent manager are 3\u00d7 more efficient.<\/td><td class=\"has-text-align-center\" data-align=\"center\"><strong>82%<\/strong><br\/><br\/>some HR directors believe that the development of management is their number one priority<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"the-6-key-dimensions-of-managerial-performance\"><strong>The 6 key dimensions of managerial performance<\/strong><\/h2>\n\n\n<p>Managerial performance is not limited to a few generic qualities. It is based on six complementary dimensions that HR leaders and executives must assess and develop together. <\/p>\n\n\n<h3 class=\"wp-block-heading\" id=\"dimension-1-steering-collective-performance\"><strong>Dimension 1 : Steering collective performance<\/strong><\/h3>\n\n\n<p>A high-performing manager is able to translate the company\u2019s strategy into clear, achievable, and motivating objectives for each employee. They master performance management tools (OKRs, dashboards, and review rituals) and adapt their approach depending on the situation. <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Set SMART objectives co-constructed with each collaborator<\/li>\n\n\n\n<li>Ensure regular and structured follow-up (weekly meetings, monthly reviews)<\/li>\n\n\n\n<li>Identify and quickly remove obstacles to performance<\/li>\n\n\n\n<li>Arbitrate priorities in the face of multiple requests<\/li>\n<\/ul>\n\n\n<h3 class=\"wp-block-heading\" id=\"dimension-2-employee-development\"><strong>Dimension 2 : Employee development<\/strong><\/h3>\n\n\n<p>The most effective manager is the one whose employees progress the fastest. They are able to identify potential, delegate with confidence, provide high-quality <a href=\"https:\/\/balencio.com\/en\/voice-of-employee\/\">feedback<\/a>, and build tailored individual development plans. <\/p>\n\n\n\n<p><strong>\ud83d\udee0\ufe0fRecommended tool : the SBI feedback<\/strong><\/p>\n\n\n\n<p>The SBI model (Situation \u2013 Behavior \u2013 Impact) is one of the most effective feedback methods for managers. It involves describing the observed situation, the specific behavior, and the resulting impact, without value judgment. This fact-based feedback is far better received than general evaluations.  <\/p>\n\n\n<h3 class=\"wp-block-heading\" id=\"dimension-3-communication-and-active-listening\"><strong>Dimension 3 : Communication and active listening<\/strong><\/h3>\n\n\n<p><a href=\"https:\/\/balencio.com\/en\/communicate\/communication-plan\/\">Communication <\/a>quality is one of the key differentiators in management. It includes the ability to provide meaning, truly listen, manage conflicts, and adapt communication style to each individual. <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Practice active listening during individual interviews<\/li>\n\n\n\n<li>Know how to communicate a difficult decision with clarity and empathy<\/li>\n\n\n\n<li>Adapt your message to the profile and needs of your interlocutor<\/li>\n\n\n\n<li>Encourage speaking up and upward feedback<\/li>\n<\/ul>\n\n\n<h3 class=\"wp-block-heading\" id=\"dimension-4-emotional-intelligence-and-stress-management\"><strong>Dimension 4 : Emotional intelligence and stress management<\/strong><\/h3>\n\n\n<p>Performance management inevitably involves managing one\u2019s own emotions. A manager who is overwhelmed by stress passes it on to their employees. A manager with strong emotional intelligence creates a psychologically safe environment that fosters creativity, initiative, and sustainable performance.  <\/p>\n\n\n<h3 class=\"wp-block-heading has-text-align-left\" id=\"dimension-5-decisionmaking-and-problem-solving\"><strong><strong>Dimension 5 : Decision-making and problem solving<\/strong><\/strong><\/h3>\n\n\n<p class=\"has-text-align-left\">Managerial performance is also measured by the quality of decisions made under constraints: limited resources, tight deadlines, and incomplete information. A strong manager structures their thinking, involves the right people, and takes responsibility for decisions with courage. <\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Use structured decision frameworks (RACI, 5-why method)<\/li>\n\n\n\n<li>Know how to distinguish between urgent and important decisions<\/li>\n\n\n\n<li>Accept uncertainty and decide with imperfect information<\/li>\n\n\n\n<li>Take responsibility for decisions taken, including in the event of an error<\/li>\n<\/ul>\n\n\n<h3 class=\"wp-block-heading\" id=\"dimension-6-adaptation-to-change-and-managerial-agility\"><strong>Dimension 6 : Adaptation to change and managerial agility<\/strong><\/h3>\n\n\n<p>In a VUCA environment (Volatile, Uncertain, Complex, Ambiguous), agility has become a core competency. Effective change management in 2026 means guiding employees through uncertainty and turning obstacles into learning opportunities. <\/p>\n\n\n\n<div style=\"height:16px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"how-to-evaluate-managerial-performance-methods-and-tools\"><strong>How to evaluate managerial performance ? Methods and tools <\/strong><\/h2>\n\n\n<p>Measuring a manager\u2019s performance is one of the most complex challenges for HR managers. Here are the most reliable approaches and indicators to follow absolutely. <\/p>\n\n\n<h3 class=\"wp-block-heading\" id=\"the-360%25c2%25b0-evaluation-the-reference-method\"><strong>The 360\u00b0 evaluation : the reference method<\/strong><\/h3>\n\n\n<p>360\u00b0 <a href=\"https:\/\/balencio.com\/en\/voice-of-employee\/\">feedback <\/a>gathers input on a manager from all directions: direct reports (N-1), peers (N), supervisors (N+1), and sometimes internal or external clients. It is the most comprehensive method for assessing managerial effectiveness beyond purely quantitative results. <\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>Define clear evaluation criteria, aligned with the expected values and skills<\/li>\n\n\n\n<li>Ensure respondent confidentiality to obtain honest feedback<\/li>\n\n\n\n<li>Supporting the manager in reading and adopting his results<\/li>\n\n\n\n<li>Build a concrete <a href=\"https:\/\/balencio.com\/en\/agir\/hr-action-plans\/\">development plan<\/a> based on the identified areas<\/li>\n<\/ol>\n\n\n<h3 class=\"wp-block-heading\" id=\"the-managerial-kpis-to-track-in-your-hr-dashboard\"><strong>The managerial KPIs to track in your HR dashboard<\/strong><\/h3>\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td class=\"has-text-align-center\" data-align=\"center\"><strong>Indicator<\/strong><\/td><td class=\"has-text-align-center\" data-align=\"center\"><strong>Recommended target<\/strong><\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Team engagement rate (<a href=\"https:\/\/balencio.com\/en\/voice-of-employee\/pulse-surveys\/\">pulse survey<\/a>)<\/td><td class=\"has-text-align-center\" data-align=\"center\">&gt; 70% of employees are committed or very committed<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Voluntary turnover rate within the team<\/td><td class=\"has-text-align-center\" data-align=\"center\">&gt; 10% per year (varies by sector)<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Rate of achievement of collective objectives<\/td><td class=\"has-text-align-center\" data-align=\"center\">&gt; 80% of the OKRs or SMART objectives achieved<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Completion rate of individual interviews<\/td><td class=\"has-text-align-center\" data-align=\"center\">100% : no employees without 1-on-1 maintenance<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Average 360\u00b0 score for the manager<\/td><td class=\"has-text-align-center\" data-align=\"center\">&gt; 3.5 \/ 5 on the key skills assessed<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Team absenteeism rate<\/td><td class=\"has-text-align-center\" data-align=\"center\">Inf\u00e9rieur \u00e0 la moyenne de l&#8217;entreprise<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Internal promotion rate in the team<\/td><td class=\"has-text-align-center\" data-align=\"center\">Employee development indicator<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n<h3 class=\"wp-block-heading\" id=\"managerial-maintenance-an-underused-lever\"><strong>Managerial maintenance : an underused lever<\/strong><\/h3>\n\n\n<p>Beyond quantitative tools, a structured discussion between a manager and their own line manager\u2014separate from the annual performance review\u2014is a valuable tool for identifying managerial difficulties early, before they become team-wide issues.<\/p>\n\n\n\n<p><strong>\ud83d\uddd3\ufe0fRecommended managerial maintenance schedule (quarterly)<\/strong><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>What are your managerial successes this quarter ? <\/li>\n\n\n\n<li>What challenges have you encountered in managing your team ? <\/li>\n\n\n\n<li>Which employees require special support ? <\/li>\n\n\n\n<li>What HR support do you need to perform in your role ? <\/li>\n\n\n\n<li>What are your personal development priorities for the next quarter ?<\/li>\n<\/ol>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"8-concrete-levers-to-improve-managerial-performance\"><strong>8 concrete levers to improve managerial performance<\/strong><\/h2>\n\n\n<p>Here are the high-impact practices implemented by top-performing companies to develop their managers, with immediately actionable steps for HR leaders and executives.<\/p>\n\n\n<h3 class=\"wp-block-heading\" id=\"lever-1-define-a-clear-managerial-skills-framework\"><strong>Lever 1 : Define a clear managerial skills framework<\/strong><\/h3>\n\n\n<p>It is impossible to assess and develop what is not clearly defined. The first step is to formalize the managerial competencies expected within your organization, in line with your culture and strategy. This framework becomes the foundation for performance reviews, training programs, and promotion decisions.  <\/p>\n\n\n<h3 class=\"wp-block-heading\" id=\"levier-2-former-les-managers-avant-de-les-nommer\"><strong>Levier 2 : Former les managers avant de les nommer<\/strong><\/h3>\n\n\n<p>58% of managers receive no training before taking up their role. As a result, they tend to replicate the behaviors of their predecessors\u2014whether good or bad. A pre-managerial training program (covering fundamentals, communication, and labor law) is an investment with an immediate ROI for any organization aiming to improve employee performance.  <\/p>\n\n\n<h3 class=\"wp-block-heading\" id=\"lever-3-establish-a-continuous-feedback-culture\"><strong>Lever 3 : Establish a continuous feedback culture<\/strong><\/h3>\n\n\n<p>Annual feedback is no longer enough. The best-performing organizations have built a culture of regular <a href=\"https:\/\/balencio.com\/en\/voice-of-employee\/\">feedback <\/a>: informal feedback after each project, weekly one-to-one meetings, and team rituals that include retrospective moments. Feedback becomes a habit, not an event.  <\/p>\n\n\n<h3 class=\"wp-block-heading\" id=\"lever-4-coach-managers-not-just-train-them\"><strong>Lever 4 : Coach managers, not just train them<\/strong><\/h3>\n\n\n<p>Training transmits knowledge. Coaching transforms behavior. For struggling managers or high-potential employees, individual support from a professional coach delivers significantly stronger performance outcomes than group training alone.  <\/p>\n\n\n<h3 class=\"wp-block-heading\" id=\"lever-5-create-communities-of-managerial-practices\"><strong>Lever 5 : Create communities of managerial practices<\/strong><\/h3>\n\n\n<p>Managers learn a great deal from their peers. Set up regular spaces for exchange: best-practice sharing forums, peer coaching, and problem-solving groups. These communities strengthen managerial consistency and accelerate collective development.  <\/p>\n\n\n<h3 class=\"wp-block-heading\" id=\"lever-6-recognize-and-value-managerial-performance\"><strong>Lever 6 : Recognize and value managerial performance<\/strong><\/h3>\n\n\n<p>Managerial performance should be recognized on the same level as commercial or operational performance. Integrate managerial criteria into your variable compensation systems, promotion decisions, and public recognition. What you measure and reward sends a strong signal about your true priorities.  <\/p>\n\n\n<h3 class=\"wp-block-heading\" id=\"lever-7-regularly-measure-the-climate-of-each-team\"><strong>Lever 7 : Regularly measure the climate of each team<\/strong><\/h3>\n\n\n<p>Implementing quarterly pulse surveys at team level makes it possible to identify struggling groups and managers who need support early\u2014before symptoms affect objectives and turn into serious issues (turnover, <a href=\"https:\/\/balencio.com\/en\/absenteeism-causes-consequences-and-solutions\/\">absenteeism<\/a>, conflicts).<\/p>\n\n\n<h3 class=\"wp-block-heading\" id=\"lever-8-supporting-managerial-transitions\"><strong>Lever 8 : Supporting managerial transitions<\/strong><\/h3>\n\n\n<p>Periods of managerial vulnerability are well identified: new role, team changes, department mergers, or organizational crises. Anticipate these transitions with tailored support programs (manager <a href=\"https:\/\/balencio.com\/en\/employer-branding\/onboarding\/\">onboarding<\/a>, transition coaching) to secure performance from the very first months. <\/p>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"the-5-errors-that-hinder-managerial-performance-and-how-to-avoid-them\"><strong>The 5 errors that hinder managerial performance and how to avoid them<\/strong><\/h2>\n\n\n<p>It is just as important to learn from the most common mistakes. Here are the pitfalls organizations most frequently fall into, along with practical solutions to avoid them. <\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td class=\"has-text-align-center\" data-align=\"center\"><strong>common mistake<\/strong><\/td><td class=\"has-text-align-center\" data-align=\"center\"><strong>\u2705 What to do instead<\/strong><\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Promote the best expert without accompanying him in his managerial transition<\/td><td class=\"has-text-align-center\" data-align=\"center\">Set up a 6-month managerial <a href=\"https:\/\/balencio.com\/en\/employer-branding\/onboarding\/\">onboarding <\/a>with coaching and training<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Evaluate managers solely on their business results (encrypted KPIs)<\/td><td class=\"has-text-align-center\" data-align=\"center\">Integrate managerial indicators (<a href=\"https:\/\/balencio.com\/en\/employer-branding\/engagement\/\">engagement<\/a>, development) into 30 to 40% of the evaluation<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Leaving managers alone in the face of their human difficulties<\/td><td class=\"has-text-align-center\" data-align=\"center\">Create secure speaking spaces and offer proactive and regular HR support<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Train managers once a year during a seminar disconnected from the field<\/td><td class=\"has-text-align-center\" data-align=\"center\">Anchoring learning in everyday life : micro-learning, peer coaching, feedback from experience<\/td><\/tr><tr><td class=\"has-text-align-center\" data-align=\"center\">Tolerate toxic managerial behaviors in the name of short-term results<\/td><td class=\"has-text-align-center\" data-align=\"center\">Apply the principle : zero tolerance for behaviors that destroy trust and the team<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"checklist-your-12-priority-actions-to-boost-managerial-performance\"><strong>Checklist : your 12 priority actions to boost managerial performance<\/strong><\/h2>\n\n\n<p>Assess your organization\u2019s current state and identify the most urgent initiatives to launch over the next 90 days.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table><tbody><tr><td>\u2705<\/td><td>Formalize a managerial skills framework aligned with the company\u2019s strategy<\/td><\/tr><tr><td>\u2705<\/td><td>Implement an annual 360\u00b0 evaluation process for all managers<\/td><\/tr><tr><td>\u2705<\/td><td>Create a <a href=\"https:\/\/balencio.com\/en\/agir\/priorities-matrix\/\">dashboard <\/a>with key managerial KPIs (engagement, turnover, absenteeism by team)<\/td><\/tr><tr><td>\u2705<\/td><td>Launch quarterly <a href=\"https:\/\/balencio.com\/en\/voice-of-employee\/pulse-surveys\/\">pulse surveys<\/a> at the team level to detect weak signals<\/td><\/tr><tr><td>\u2705<\/td><td>Establish quarterly managerial interviews between each manager and their hierarchy<\/td><\/tr><tr><td>\u2705<\/td><td>Roll out a managerial training program for newly appointed managers<\/td><\/tr><tr><td>\u2705<\/td><td>Offer individual coaching support for managers with high stakes or in difficulty<\/td><\/tr><tr><td>\u2705<\/td><td>Create a community of managers with regular co-development meetings<\/td><\/tr><tr><td>\u2705<\/td><td>Integrate managerial criteria (min. 30%) into evaluation and variable compensation systems<\/td><\/tr><tr><td>\u2705<\/td><td>Train managers in constructive <a href=\"https:\/\/balencio.com\/en\/voice-of-employee\/\">feedback <\/a>with practical scenarios<\/td><\/tr><tr><td>\u2705<\/td><td>Specifically identify and support high-potential managers (future CODIR)<\/td><\/tr><tr><td>\u2705<\/td><td>Clearly define and communicate managerial behaviors that are not tolerated in the company culture<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n<h2 class=\"wp-block-heading\" id=\"conclusion\">Conclusion<\/h2>\n\n\n<p>Managerial performance is one of the highest-return investments an organization can make. Improving management quality simultaneously drives <a href=\"https:\/\/balencio.com\/en\/employer-branding\/engagement\/\">employee engagement<\/a>, talent retention, operational productivity, and employer brand attractiveness\u2014all measurable outcomes in the short and medium term. <\/p>\n\n\n\n<p>For HR leaders, this is an opportunity to position the HR function as a strategic driver of business performance by equipping, training, and supporting managers with structure and consistency. For executives, it is the recognition that management is not an innate skill, but a competency that must be continuously cultivated, assessed, and developed. <\/p>\n\n\n\n<div style=\"height:16px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-buttons is-content-justification-left is-layout-flex wp-container-core-buttons-is-layout-fdcfc74e wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button is-style-secondary\"><a class=\"wp-block-button__link has-text-align-left wp-element-button\"><span class=\"popup-trigger popmake-3063 \" data-popup-id=\"3063\" data-do-default=\"0\">Contact us<\/span><\/a><\/div>\n<\/div>\n\n\n\n<div style=\"height:17px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-ad2f72ca wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image size-full is-resized\"><img decoding=\"async\" width=\"102\" height=\"99\" src=\"https:\/\/balencio.com\/wp-content\/uploads\/2026\/03\/caroline_iweins-2.png\" alt=\"Portrait de Caroline Iweins\" class=\"wp-image-7905\" style=\"width:46px;height:auto\"\/><\/figure>\n\n\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\"><div style=\"font-style:normal;font-weight:600;\" class=\"wp-block-post-author-name\">Caroline Iweins<\/div>\n\n\n<p class=\"has-balencio-grey-700-color has-text-color has-text-smaller-font-size\">Head of Research & Development<\/p>\n<\/div><\/div>\n<\/div>\n\n\n\n<div style=\"height:0.5rem\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column column--sticky is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:25%\">\n<div class=\"wp-block-grimlock-wrapper  wp-block-grimlock-wrapper--inner-full box--shadowed\" style=\"--grimlock-wrapper-padding-top:2rem;--grimlock-wrapper-padding-right:1rem;--grimlock-wrapper-padding-bottom:2rem;--grimlock-wrapper-padding-left:1rem;--grimlock-wrapper-border-top:1px solid #EAECEF;--grimlock-wrapper-border-bottom:1px solid #EAECEF;--grimlock-wrapper-border-left:1px solid #EAECEF;--grimlock-wrapper-border-right:1px solid #EAECEF;--grimlock-wrapper-border-top-left-radius:27px;--grimlock-wrapper-border-top-right-radius:0px;--grimlock-wrapper-border-bottom-left-radius:27px;--grimlock-wrapper-border-bottom-right-radius:27px\"><div class=\"wp-block-grimlock-wrapper__bg\"><\/div><div class=\"wp-block-grimlock-wrapper__bg-overlay\"><\/div><div class=\"wp-block-grimlock-wrapper__inner\">\n<p class=\"has-text-align-left has-balencio-blue-500-color has-text-color has-h-5-font-size\">Table of content<\/p>\n\n\n<ul class=\"simpletoc-list\">\n<li><a href=\"#performance-in-management-what-exactly-are-we-talking-about\">Performance in management : what exactly are we talking about?<\/a>\n\n\n<\/li>\n\n<li><a href=\"#key-figures-why-managerial-performance-is-a-critical-issue\">Key figures : why managerial performance is a critical issue<\/a>\n\n<\/li>\n<li><a href=\"#the-6-key-dimensions-of-managerial-performance\">The 6 key dimensions of managerial performance<\/a>\n\n\n<\/li>\n\n<\/li>\n\n<\/li>\n\n<\/li>\n\n<\/li>\n\n<li><a href=\"#how-to-evaluate-managerial-performance-methods-and-tools\">How to evaluate managerial performance ? Methods and tools<\/a>\n\n\n<\/li>\n\n<\/li>\n\n<li><a href=\"#8-concrete-levers-to-improve-managerial-performance\">8 concrete levers to improve managerial performance<\/a>\n\n\n<\/li>\n\n<\/li>\n\n<\/li>\n\n<\/li>\n\n<\/li>\n\n<\/li>\n\n<\/li>\n\n<li><a href=\"#the-5-errors-that-hinder-managerial-performance-and-how-to-avoid-them\">The 5 errors that hinder managerial performance and how to avoid them<\/a>\n\n<\/li>\n<li><a href=\"#checklist-your-12-priority-actions-to-boost-managerial-performance\">Checklist : your 12 priority actions to boost managerial performance<\/a>\n\n<\/li>\n<li><a href=\"#conclusion\">Conclusion<\/a>\n<\/li><\/ul><\/div><\/div>\n\n\n\n<div class=\"wp-block-grimlock-wrapper  wp-block-grimlock-wrapper--inner-full box--shadowed\" style=\"--grimlock-wrapper-margin-top:2rem;--grimlock-wrapper-border-top:0 solid #00000000;--grimlock-wrapper-border-bottom:0 solid #00000000;--grimlock-wrapper-border-left:0 solid #00000000;--grimlock-wrapper-border-right:0 solid #00000000;--grimlock-wrapper-border-top-left-radius:27px;--grimlock-wrapper-border-bottom-left-radius:27px;--grimlock-wrapper-border-bottom-right-radius:27px\"><div class=\"wp-block-grimlock-wrapper__bg\"><\/div><div class=\"wp-block-grimlock-wrapper__bg-overlay\"><\/div><div class=\"wp-block-grimlock-wrapper__inner\">\n<figure class=\"wp-block-image size-full w-100\"><img decoding=\"async\" width=\"2055\" height=\"1479\" src=\"https:\/\/balencio.com\/wp-content\/uploads\/2025\/12\/newsletter-2.png\" alt=\"\" class=\"wp-image-6699\" srcset=\"https:\/\/balencio.com\/wp-content\/uploads\/2025\/12\/newsletter-2.png 2055w, https:\/\/balencio.com\/wp-content\/uploads\/2025\/12\/newsletter-2-300x216.png 300w, https:\/\/balencio.com\/wp-content\/uploads\/2025\/12\/newsletter-2-1024x737.png 1024w, https:\/\/balencio.com\/wp-content\/uploads\/2025\/12\/newsletter-2-768x553.png 768w, https:\/\/balencio.com\/wp-content\/uploads\/2025\/12\/newsletter-2-1536x1105.png 1536w, https:\/\/balencio.com\/wp-content\/uploads\/2025\/12\/newsletter-2-2048x1474.png 2048w, https:\/\/balencio.com\/wp-content\/uploads\/2025\/12\/newsletter-2-1850x1331.png 1850w\" sizes=\"(max-width: 2055px) 100vw, 2055px\" \/><\/figure>\n\n\n\n<div class=\"wp-block-grimlock-wrapper  wp-block-grimlock-wrapper--inner-full\" style=\"--grimlock-wrapper-background-color:linear-gradient(135deg,rgb(148,160,255) 0%,rgb(130,144,253) 100%);--grimlock-wrapper-padding-top:1rem;--grimlock-wrapper-padding-right:1rem;--grimlock-wrapper-padding-bottom:1rem;--grimlock-wrapper-padding-left:1rem;--grimlock-wrapper-border-top:0 solid #00000000;--grimlock-wrapper-border-bottom:0 solid #00000000;--grimlock-wrapper-border-left:0 solid #00000000;--grimlock-wrapper-border-right:0 solid #00000000\"><div class=\"wp-block-grimlock-wrapper__bg\"><\/div><div class=\"wp-block-grimlock-wrapper__bg-overlay\"><\/div><div class=\"wp-block-grimlock-wrapper__inner\">\n<p class=\"has-white-color has-text-color 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#a94442;\n}\nform#sib_signup_form_3 p.sib-alert-message-success {\n    background-color: #dff0d8;\n    border-color: #d6e9c6;\n    color: #3c763d;\n}\nform#sib_signup_form_3 p.sib-alert-message-warning {\n    background-color: #fcf8e3;\n    border-color: #faebcc;\n    color: #8a6d3b;\n}\n\t\t\t<\/style>\n\t\t\t\n<\/div><\/div>\n<\/div><\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n\n<p><\/p>\n","protected":false},"excerpt":{"rendered":"<p>How to assess and develop managerial performance ? Discover the 6 key dimensions of management, the KPIs to track, 360\u00b0 evaluation, and 8 practical levers to improve team performance. <\/p>\n","protected":false},"author":4,"featured_media":7912,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[44],"tags":[56],"class_list":["post-8557","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-articles","tag-articles"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Performance in management : Levers and actions<\/title>\n<meta name=\"description\" content=\"How to evaluate and develop managerial performance ? 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