This is a continuation of the employee performance evaluations article
The other two types of Performance Reviews are:
3. 360-Degree Performance Reviews
In 360-degree performance reviews, many different types of people are consulted about an employee's performance. This includes customers, suppliers, peers and direct reports. In the case of a manager, employees are often asked to give "upward feedback" on how well they are being managed. While the benefits of multiple points of view are obvious, there are also some challenges to these types of performance reviews. Employees almost never give "true" feedback about their managers (out of fear that the manager finds out) and outside contacts may be simply too busy, or unqualified to effectively rate a specific employee (customer satisfaction surveys may be a better way to gauge this type of feedback).
If 360-degree performance reviews are performed, a Human Resources manager should coordinate the process, so that subordinate reviewers (i.e., employees) are assured that their performance reviews are kept anonymous.
4. Self-Assessment Performance Reviews
Self-Assessment performance reviews are effective when combined with any of the other three types of performance reviews. With this type of review, employees are asked to rate themselves, often using the same form that a manager will use to review them. Self-assessment performance reviewss help make the employees an active part of the process and provide a vehicle for them to reflect on their own performance prior to the formal review.
Studies have shown that employees are usually harder on themselves in self-assessment performance reviews, than their managers and generally give themselves lower ratings. Having employees do self assessment performance reviews prior to a manager's review can set a positive tone for the meeting, as the manager will often have better things to say than the employee has said about him or herself.
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