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

Tuesday, May 31, 2016

One-sided performance reviews leave the manager
and employee with just one side of the information.
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 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.