1. Manager’s attitude towards workers:
The manager should always keep it in mind that even before being Manager or the workers, they are human beings first. The manager is more responsible to keep the human bond intact. Whenever and wherever any of his workers is in trouble, the manager should voluntarily offer the needy the required help.
2. Awareness to job descriptions:
If he is unaware of the job descriptions of each employee, he can neither identify training needs nor appraise the workers. It has been seen that managers quite often stay secluded from working group and it deprives him of the opportunity to know each employee.
3. Awareness of the hurdles the workers face:
Even well skilled workers face day to problems in the execution of their work. The Manager ought to be aware of such common hurdles. If he is unaware, he cannot help the workers in time and the latter will lose faith in him.
4. Awareness of the strengths and weaknesses:
No one is perfect. Each of us has our own weaknesses and strengths. But we ought to be aware of them. And the Manager’s is twofold. He should not only be aware of his own but also of each worker. If he does not, it will be like a razor in a monkey’s hands.
5. Awareness of the effective ways to deal with staff:
Good performer or of mediocre Manager ought to be a good appraiser of all. It is not a child’s play to deal with both of these extremes. If the good performer is not given a pat at the right moment, the manager will lose him. Similarly if the poor performer is not given feedback when he needs it the most, the manager will lead him to deterioration. So appraising is like walking on a rope.
6. Awareness to the potentialities of each worker with reference to institutional goals:
Manager should not only be a good appraiser but also one who can establish a balance between institutional goals and individuals/professional goals of the workers. He cannot afford to ignore either of the two. Success of any manager depends upon perfect equilibrium between both.
7. Awareness to the users’ expectations from the organization:
If a manager loses sight of the expectations of his clients, he can never succeed. Why the educational institutions have failed? Just because the managers lost sight of the expectations and aspirations of the parents and students.
8. Whether he knows how far such expectations were met till date:
The manager should not only be well aware of the expectations but also know how much they succeeded in meeting those expectations. A continuous evaluation process must be in place which may keep tap on organizations performance.
9. Awareness to the reasons leading to failure in meeting any of the expectations/goals:
The manager ought to possess diagnostic acumen and be adept in taking remedial steps to root out the reasons of failure in achieving not only the organisational goals but individual ones too.


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