Management Behaviour Chart

A Management Behavior Chart is a tool designed to monitor and evaluate the behavior and performance of managers within an organization. It can help ensure that managers adhere to company values, lead effectively, and meet performance standards. Here’s a template for a Management Behavior Chart that can be customized based on specific organizational goals and criteria:

Management Behavior Chart

Manager’s Name: [Insert Name]
Department: [Insert Department]
Date: [Insert Date Range]

1. Behavior Criteria

Instructions: Define the key behaviors and performance criteria to be evaluated. Each criterion should be aligned with organizational values and management goals.

2. Behavior Tracking

Instructions: Use this section to track and evaluate each behavior criterion. Mark performance as either "Exceeds Expectations," "Meets Expectations," or "Needs Improvement."

3. Performance Summary

Instructions: Summarize the manager’s overall performance based on the criteria evaluated.

4. Goals and Development Plan

Instructions: Set specific goals and a development plan based on performance evaluations.

Goals

• Leadership: [Specific goal or improvement needed]
• Communication: [Specific goal or improvement needed]
• Decision Making: [Specific goal or improvement needed]
• Team Collaboration: [Specific goal or improvement needed]
• Problem Solving: [Specific goal or improvement needed]
• Time Management: [Specific goal or improvement needed]
• Conflict Resolution: [Specific goal or improvement needed]
• Employee Development: [Specific goal or improvement needed]

Development Plan

• Strategies: [Specific strategies or training programs]
• Support Needed: [Any additional support or resources required]
• Review Date: [Date for reviewing progress]

5. Notes and Observations

Instructions: Use this section to record any additional observations or notes relevant to the manager’s performance and behavior.

Notes for Customization:

• Behavior Criteria: Adjust the criteria based on the specific expectations and goals of your organization.
• Ratings: Define what each rating level means (e.g., Exceeds Expectations = Exceptional performance, Meets Expectations = Satisfactory performance, Needs Improvement = Below expectations).
• Goals and Development Plan: Tailor goals and action plans to address specific performance needs and development opportunities.