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Are Your Organization's Employee Performance Appraisals One-Sided?

Tuesday, May 31, 2016

How are employee performance appraisals conducted at your organization? Do managers conduct their employee's appraisals, with nobody else giving feedback on the employees' performance?


One-sided performance reviews leave the manager
and employee with just one side of the information.
One of the problems with this type of employee performance appraisal is that they often become very one-sided, but feedback from other people is not only beneficial in terms of the employee's perspective, it's actually of great benefit to the organization too!

The One-Sided Employee Performance Appraisal

While a one-on-one appraisal where the manager gives feedback to their direct report might be seen as the 'traditional' way of managing employee performance, it's important to realize that times have changed. Performance appraisals conducted in this way can be at best ineffective, and at worst have a negative impact on performance.

This type of performance appraisal only works on the understanding that every manager is achieving their goals in managing their direct reports, which unfortunately isn't always the case. Employee performance should be shaped by everyone involved in that person's day-to-day role, and while the employee is of course mainly responsible, their line manager must accept some accountability as well. If a manager is failing to motivate, train, and successfully manage someone, that employee can't be blamed for failing to perform adequately.

Not only that, but a one-sided performance appraisal often leaves the employee demotivated and feeling as if their opinions aren't important. Demotivation leads to poor performance, and the process that was put in place to improve performance ends up having the opposite effect.

The Benefits of Using 360-Degree Feedback

Appraisals based on 360-degree feedback, where every employee, whatever level they're at, receives feedback on their performance from their managers, peers, and direct reports, make for much higher standards of performance.

  • Reliable - Each employee is receiving feedback from their peers and direct reports, as well as their manager, which makes it easier to rely on them as accurate.


  • Objective - Because appraisals aren't just based on one person's opinion, the overall feedback can be more objective as other people's views are taken into consideration. It is of course still essential to have feedback from an employee's immediate manager, but a manager's feedback can quite often be limited.


  • Forward-thinking - It's also much easier to plan future development using a multi-sided employee performance appraisal method. Rather than a one-sided look at the employee's performance in the run up to the appraisal and nothing else, 360-degree feedback looks at the employee's overall strengths and weaknesses, and makes it easy to uncover opportunities for development and strategies to involve the employee in achieving business needs.

Overall, using a 360-degree feedback model for employee performance appraisals gives an organization a more broad and unbiased view of performance. By using anonymous feedback from each employees' direct reports, peers and managers, performance can be evaluated in a much more successful way. Using a system such as Primalogik 360 makes it even easier by automating the process, and right now you can sign up for a completely free, no obligation 30-day trial.

Why Managing Employee Performance Should Start at the Top?

Monday, May 16, 2016


Is your senior leadership team fully behind your organization's process of managing employee performance? If not, why not? Peer reviews and performance management should always start at the top for the program to be as effective as possible, and if it doesn't, it's unlikely to ever reach its full potential. 

Why? Because, as with any process or initiative in businesses both large and small, the support of management can mean the difference between success and failure.

Primalogik keeps expanding its customer base

Monday, April 25, 2016

Primalogik has been expanding its client base since its inception.  In the last year alone, we have more than doubled the number of subscriptions. Our system is used on a regular basis by more than 15,000 users helping manage the crucial and important task of performance management, talent management and career development.

We are currently operating in more than 15 countries around the world. All our users enjoy a worry-free, always-up, and cloud-based system that allows management and employees alike to plan and carry on surveys and appraisals without the paper overhead of antiquated systems or other expensive solutions found in the market today.


Client subscriptions from all around the world.
Our solutions are fully trilingual, with English, French and Spanish available throughout the application. We even provide Support services in these three languages as well, right from our headquarters in Montreal, Canada.

5 Ways to Keep Employees Focused

Wednesday, February 24, 2016

A focused employee equals an engaged employee, which means less chance of careless mistakes being made, higher levels of output and all-around better quality of work. If you want your teams to be productive, you need to make sure that they're focused, and not just around employee performance appraisal time!

Think about it, if you have an employee who's stepping away (either physically or mentally) from their work every ten minutes, maybe to head for the water cooler or kitchen to make a coffee, going to chat to a colleague, taking a smoking break, or even just looking out of the window and daydreaming, they're obviously not focused. The result of that is that their work will suffer, and they're also likely to have an effect on their colleagues, so you end up with an even less productive team.

5 Ways Transparent Feedback Makes for a Better Workplace

Tuesday, August 18, 2015

Embracing transparency in feedback is essential if you want a secure and committed workforce. While transparency in respect of customers is popular among businesses, it can be easy to forget about being transparent to your employees. 

This is where transparent feedback comes in; feedback is a crucial part of managing employee performance, so you need to make sure that your feedback processes are as successful as they can possibly be.

If you're looking for an easy way to cultivate transparent feedback, consider using 360-degree feedback software as part of your employee performance management process. It's something that everyone gets involved in, so no one person feels either singled out or that they're the only one making their feelings known. 360-degree feedback means that it's not just top down feedback, managers are also getting feedback from their direct reports. It's a great way of making sure that strengths and weaknesses across the entire organization are examined.

8 Daily Ways to Motivate Employees

Wednesday, July 15, 2015

Employee motivation is crucial to employee retention and highly productive employees, and as we've already talked about, people are motivated by different things. Depending on each individual's motivators, there are a number of obvious, and substantial, ways to motivate employees, such as pay rises, bonuses, promotions and perks, but don't forget the little things that can be done every day to boost motivation levels in your employees. 

You might just find that encouraging this type of culture in your organization actually makes your entire employee performance management system run so much more smoothly, with employees happy and motivated to really get involved.

Encouraging Continuous Professional Development in your Employees

Monday, June 15, 2015

Continuous Professional Development (CPD) is something that isn't just for your employees' benefit. A strong culture of CPD also offers a great deal to employers, so make it your responsibility to encourage it in your organization. While you're going through the process of evaluating employee performance, consider how you can use CPD to improve their motivation and success.

Benefits of Continuous Professional Development for Employers

CPD is your employees' investment into their future, and for you it's an investment into their future within your organization. Think of the extra knowledge, abilities and skills that CPD gives employees, all excellent resources that will benefit the work they do for you. 


Using 360-Degree Feedback in Probationary Reviews

Friday, June 5, 2015

Using 360-degree feedback during regular appraisals and performance reviews as part of an overall employee performance management process is a common and successful method, but have you ever considered using it for new employees?

What's your organization's process for probationary periods? 

The length and procedure of probationary periods may differ from business to business, but they all boil down to the same thing - new employees are given a review period to prove that they're capable of the position, during which time the employer is able to let them go. Many organizations have a formal review with the employee's manager at the end of the probationary period, where for some it's simply a case of the manager signing off either yes or no.