Definition: Peer appraisal is a type of feedback system in the performance appraisal process. The system is designed to monitor and improve the job performance. It is usually done by colleagues who are a part of the same team. This type of appraisal system excludes supervisors or managers.
Description: As a part of the appraisal process, an employee is assessed based on the feedback given by his/her colleagues or people within his/her close working environment. This feedback is anonymous.
A typical peer appraisal does not take feedback from superiors. It is meant to monitor and improve job performance.
Why should one do peer appraisal?
Employees can assess the skills of their co-workers much more clearly than management because they work together.
It helps in team-building. People understand that opinions of their colleagues are important and one must build relationships.
Since people trust their co-workers, they consider the feedback to be constructive. It makes the process of skill improvement public and accountable.
There are many ways to do peer appraisal. It could either be peer ranking wherein people rate their co-workers on key performance metrics or it could be peer nomination where the best worker is nominated based on the same metrics.
The process of peer appraisal is similar to the one followed in the 360 degree feedback which also comes from different sources and hence it is accurate and fair.
What are the benefits of peer appraisal?
Insights of the mindset of employees. Good employees who have escaped the attention of management also get recognition.
Employees realise that perception matters and they should work closely with their co-workers. This creates better understanding between departments.
By analysing the gap between peer rankings and the rating given by the assessing manager, organisations can identify and solve potential attrition issues early.
Brings hidden talent to the surface
Peer appraisal is an effective method to evaluate employees when structured teams are in place. Although it is better to have this process in place when a team has already been working together for some time and the employees have had enough time to understand each other's strengths and weaknesses.
Sometimes, existing employees, who have been exposed to traditional appraisal processes over the years, may have problems related to the feedback that comes from a peer appraisal process. In order to reduce such issues, it is better to involve employees in developing and implementing the peer appraisal process.
Peer appraisal is most useful when it is used for employee training and development purposes. During the process, facilitators and coordinators have an important role to ensure that feedback is constructive and once given, it is utilised by the receiver.
Peer appraisal is most effective in closely-knit team environments where people provide support to each other and are committed to the organisational goals.
Description: As a part of the appraisal process, an employee is assessed based on the feedback given by his/her colleagues or people within his/her close working environment. This feedback is anonymous.
A typical peer appraisal does not take feedback from superiors. It is meant to monitor and improve job performance.
Why should one do peer appraisal?
Employees can assess the skills of their co-workers much more clearly than management because they work together.
It helps in team-building. People understand that opinions of their colleagues are important and one must build relationships.
Since people trust their co-workers, they consider the feedback to be constructive. It makes the process of skill improvement public and accountable.
There are many ways to do peer appraisal. It could either be peer ranking wherein people rate their co-workers on key performance metrics or it could be peer nomination where the best worker is nominated based on the same metrics.
The process of peer appraisal is similar to the one followed in the 360 degree feedback which also comes from different sources and hence it is accurate and fair.
What are the benefits of peer appraisal?
Insights of the mindset of employees. Good employees who have escaped the attention of management also get recognition.
Employees realise that perception matters and they should work closely with their co-workers. This creates better understanding between departments.
By analysing the gap between peer rankings and the rating given by the assessing manager, organisations can identify and solve potential attrition issues early.
Brings hidden talent to the surface
Peer appraisal is an effective method to evaluate employees when structured teams are in place. Although it is better to have this process in place when a team has already been working together for some time and the employees have had enough time to understand each other's strengths and weaknesses.
Sometimes, existing employees, who have been exposed to traditional appraisal processes over the years, may have problems related to the feedback that comes from a peer appraisal process. In order to reduce such issues, it is better to involve employees in developing and implementing the peer appraisal process.
Peer appraisal is most useful when it is used for employee training and development purposes. During the process, facilitators and coordinators have an important role to ensure that feedback is constructive and once given, it is utilised by the receiver.
Peer appraisal is most effective in closely-knit team environments where people provide support to each other and are committed to the organisational goals.
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