7.6: Describe the various sources of information regarding an employee’s performance. Flashcards
Why is it no longer effective to rely solely on the manager for performance review information?
Due to the complexity of today’s jobs, it’s more realistic to gather input from multiple sources like peers, subordinates, and customers.
What is a manager review?
A performance review conducted by the employee’s direct manager based on observed performance.
What is a limitation of manager reviews?
Managers may not observe daily performance directly and may rely on secondary information, making the review less accurate.
What is a self-review?
A performance review where employees evaluate their own performance, often using a written form prior to the formal meeting.
What are the benefits of self-reviews?
Encourages employee involvement.
Promotes reflection on performance.
Supports discussion and planning for future goals.
What is a common misconception about self-reviews?
That employees always rate themselves too highly; research shows they may be harsher on themselves than others would be.
What is a subordinate review?
Feedback provided by an employee on a superior’s performance, especially on leadership and communication.
Why is subordinate feedback usually used for developmental rather than administrative purposes?
Because subordinates may not be able to accurately assess job-specific skills and could fear retaliation.
How can organizations improve the objectivity of subordinate reviews?
By ensuring anonymity and explaining how feedback will be used.
What is a peer review?
Performance feedback provided by colleagues who work closely with the employee.
What are benefits of peer reviews?
May provide more accurate insights.
Peers observe different dimensions of performance.
Reduces bias from supervisors alone.
What are four common issues with peer reviews?
Bias toward/against employees.
Pressure to meet deadlines.
Too many reviewers.
Reduced objectivity with anonymous ratings.
Why are peer reviews less suitable for administrative decisions?
Competition and confidentiality concerns may impact fairness.
What is a customer review in performance evaluation?
Feedback gathered from external or internal customers about an employee’s service or job performance.
How are customer reviews used in organizations?
Linked to Customer Service Measures (CSMs).
Incorporated into performance appraisals.
Sometimes tied to incentives or pay.
What is the difference between external and internal customer reviews?
External customers: outside individuals (e.g., clients, shoppers).
Internal customers: employees within the organization who rely on someone’s work (e.g., HR team serving managers).
What is a 360-degree review?
A performance review system where feedback is collected from multiple sources, such as managers, peers, subordinates, team members, and customers.
What was the original purpose of 360-degree reviews?
They were initially used for developmental purposes related to management and career growth.
How are 360-degree reviews used today?
They are used for both development and appraisal, helping identify areas for employee improvement and HR purposes like training or compensation.
What is a key benefit of 360-degree reviews compared to traditional reviews?
They provide a more complete picture of performance by gathering multiple perspectives.
How does software support 360-degree reviews?
Software allows managers and employees to set goals, track progress, and combine appraisals from multiple sources.
What are the three summary categories evaluators may use after rating performance?
Victories and accomplishments
Setbacks and frustrations
General comments
How does social media enhance 360-degree reviews?
It allows feedback to be collected throughout the year, not just during formal review periods.
What is a common concern employees have about 360-degree feedback?
Fear of being unfairly judged or “ganged up on” by others.
What can help ease employee concerns about 360-degree reviews?
Starting with developmental feedback only, not tying results to pay or promotions.
What are some potential inconsistencies in 360-degree feedback?
Raters may not know the employee well.
Lack of confidentiality can inflate ratings.
Confidence in ratings may vary.
Direct reports often don’t distinguish well between high and low performers.
Who is generally the most “accurate” rater according to research?
The employee’s boss or manager.
What must people providing feedback in 360-degree reviews be given?
Access to employee performance expectations.
Training on how to give effective feedback.
Understanding of how their feedback will be used.
Why is it important for feedback providers to understand the performance management system?
To ensure feedback is relevant, objective, and used properly for evaluation or development.
What should managers be trained on when using 360-degree reviews?
How to interpret and share multi-source feedback with employees.
How to conduct the review process fairly and constructively.
