AC 4.3 Different methods of performance review

Modern-day employees are more self-aware and seek better ways to help them cultivate and improve their skills. Due to this, many organisations are working round the clock to adopt a more hands-on approach to offer regular feedback to their employees. There are several real and unbiased systems for performance evaluation. Two key performance appraisal methods are the 360-degree feedback method and self-assessment. The 360-degree feedback method focuses on collecting feedback from all individuals an employee interacts with, like line managers, customers, and colleagues. One advantage of the method is that collecting data from multiple sources reduces the chances of a manager’s bias. Additionally, the method offers a clearer picture of an employee’s workplace competence. Furthermore, it is important to highlight that employees increasingly seek unbiased and objective feedback around their performances to stay motivated. A 360-degree provides that opportunity offering unbiased multidimensional assessment involving multiple players. However, the process is time-consuming as it involves many parties. Now shifting our attention to the self-assessment method, the framework provides an opportunity to assess individuals’ contributions to the organisation, areas where they perform better, and ways to improve their work. Most companies are increasingly requesting their employees to conduct a self-evaluation regularly or annually. Some of the key issues highlighted in the self-evaluation assessments include employees’ achievements, communication skills, creativity, productivity, teamwork and time management (Fellow.app 2022). Some of the self-assessment method’s key benefits include enhancing capacity building and bolstering individuals’ confidence to perform different tasks. Some key disadvantages of self-evaluation include that employees may give a low rating to avoid confrontation with managers. By the same token, the employee may reward themselves high rating to pressure the rater.