Snag Better Feedback Using Self-Evaluations

03/07/07

If supervisors need a fresh source of information about the performance of their people, why not suggest that they go straight to the horse’s mouth? Having employees evaluate themselves offers several benefits that traditional, boss-centered appraisals don’t provide.

Self-evaluation asks people to look critically at what they’ve done and how they could hone their performance and job skills for the future. Supervisors may find that some workers are more critical of themselves than they would be.

In addition, self-evaluation allows employees to sound off about achievements and extracurricular activities that their bosses may have overlooked. Managers can use self-critiques to verify or change tentative performance ratings.

Self-evaluation also boosts morale. Employees typically use this new communications channel to discuss work problems, express opinions, and propose professional development activities that might otherwise go unmentioned.

Furthermore, being stakeholders in the outcome prompts employees to summarize key incidents throughout the entire work period, whereas busy bosses sometimes notice only what their people have done lately.

Set Ground Rules
Self-evaluation isn’t a blank check you give employees. Supervisors still need to challenge their workers’ self-ratings when warranted. And you need to make it clear that supervisors are still responsible for providing constructive criticism and engaging in a productive dialogue about performance issues.

In addition, have supervisors:

Ask for information from their people in time to review it and get clarification if needed.

Insist that employees support their ratings with quantified data and verifiable incidents. If they don’t, they can expect some subjective and potentially unpleasant debates. (“I believe I should be rated outstanding.” “I disagree.”)

Clarify that employee input is only part of the total process. The supervisor’s observations and assessment of achievements and performance may differ from the employee’s thanks to the supervisor’s broader perspective. The rating that goes on the record should thus be a reconciled version of the two.

Note: G.Neil carries Self-Appraisal forms.