Global companies like Google and Apple can implement the method of comparing self reviews against observer reviews to improve their performance review process by incorporating it into their existing performance management systems. They can start by educating their employees about the process and its benefits. This includes explaining how it can provide a reality check for those who may be overconfident or underrate themselves. They can then ask employees to conduct self-reviews and also have their peers or supervisors conduct observer reviews. The results from both can be plotted against each other to identify any discrepancies. This can help in identifying areas of improvement and in creating a more balanced and comprehensive performance review.

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Performance Review

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It's a way to compare self reviews against observer reviews, usually six to twelve coworkers. It plots both the data from both the self and peer reviews against each other, with the point differential so you can see the difference. This can provide a much-needed reality check to employees who may be overconfident in their abilities, or who don't give themselves enough credit. (Slide 21)

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While specific case studies may not be readily available due to confidentiality and privacy concerns, the method of comparing self-reviews against observer reviews is widely used in many organizations. For instance, in a hypothetical scenario, an employee might rate themselves highly on teamwork, but their peers might rate them lower. This discrepancy can highlight a potential issue that the employee was not aware of, leading to a constructive conversation about teamwork and collaboration. As a result, the employee might take steps to improve their teamwork skills, leading to a significant improvement in their performance.

Alternative strategies to the method of comparing self reviews against observer reviews in performance evaluations could include:

1. 360-Degree Feedback: This method involves collecting feedback from all around an employee, including peers, subordinates, supervisors, and sometimes, from customers and themselves. This provides a holistic view of an employee's performance.

2. Management by Objectives (MBO): In this method, managers and employees agree on specific, measurable, achievable, relevant, and time-bound (SMART) goals. The employee's performance is then evaluated based on these objectives.

3. Behavioral Checklists and Scales: These are used to rate an employee's behaviors against a set standard. They are often used in conjunction with other methods to provide a more comprehensive view of an employee's performance.

4. Self-Assessment: Employees evaluate their own performance. This can be useful for encouraging self-improvement and personal development.

5. Peer Reviews: Colleagues at the same level evaluate the employee's performance. This can provide a different perspective and can be particularly useful in team-based work environments.

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