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2 ways to ensure staffers’ self-appraisals aren’t a waste

Jared Bilski
by Jared Bilski
August 28, 2013
1 minute read
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Most employers are skeptical about the usefulness of having employees fill out self-appraisals or self-evaluations.

And with good reason.

A Business Week survey asked 2,000 employees in middle management and above the following question: “Are you in the top 10% of performers at your company?”

Of those who responded, an astounding 84% said yes.

With findings like that, it’s hard to trust employees to give an honest and objective evaluation of their own performance.

Despite the potential negatives, self-evaluations can be a great tool for managers and supervisors if they use them in the following ways:

1. To understand the employee

If the self-evaluation is given well in advance of the supervisor’s formal performance review, it can ensure the review goes more smoothly.

Reason: It gives the supervisor a specific perspective on the employee’s point of view and assumptions going into the formal review.

2. As a jumping-off point

An employee’s self-evaluation may provide a jumping off point for the supervisor in terms of explaining a deficiency the employee isn’t even aware of.

Example: An employee may have rated himself or herself extremely high when it goes to working in a group setting.

However, the supervisor received several complaints from his or her team members recently.

The self-appraisal revealed a disconnect that the employee wasn’t even aware of.

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