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We are strategically implementing a new, formal performance management process and are committed to one on ones, feedback etc. As part of this review, we are looking at the actual appraisal process and how best to implement. We have always done self appraisals but are considering dropping them based on reading some of Dick Grote's materials. Yet, MT clearly endorses them. Anyone have any opinions as to whether self evaluations add value to the process or not?
I like them for several key reasons.
I find them valuable for a couple of reasons:
1. The most important to me is that it makes them sit down and think about their work. They have to think about what they did - good and bad. They have to come up with compelling arguments. Our forms are limited in number of characters, so they have to be concise. All of these are good things.
2. They tell me things I don't see. I can't be everywhere. Sometimes these are important things.
3. They tell me what someone thinks was important of what they did. Even with trying to sync up at one-on-ones, I still like to know what they thought was important. It tells me a lot about where their mind is - even if I don't think that was as important. It is then an opportunity to talk about it. Discussions are always a good thing.
4. Some people over rate themselves and some people under rate themselves. Either one is an opportunity for a discussion.
All of these things could happen elsewhere. But an annual review is a good place. I do also do semi-formal quarterly reviews with people but they do not do self reviews for that. It is always interesting that the annual review on the same goal will bring up different things in at least a few people every year.
Agreed
Nothing to add - Ms Sunshine hits the points.
They're useful.
John
ditto
It's always good tactics to let the other person show their cards. Self appraisal gives the line managager a great start to appraisals.