Employee Performance Management | Pros and Cons of Self AssessmentsMay 24, 2021
Learn how our employee performance management system should give you tools to help make the performance review process easy to navigate for the managers and employees.
Your employee performance management system gives you tools to help organize all the information that encourages engagement and helps improve employee performance and satisfaction. One of the things you might consider is using self-assessment features. Self-assessment is often part of the employee assessment process. This gives your employee a chance to assess their own performance.
Truth be told, most employees dread this part of the process. It's difficult to rate your own performance honestly. When handled well, it can offer management and employees some great benefits. The key is in knowing how to administer and encourage honest self-assessment and support staff through the process to use the information in a value-based way.
The Benefits of Using Self-Assessments
Self-assessment, when completed without bias and with the goal of improvement, can be an excellent tool for both staff and management. When an employee is given the tools to look at their own performance to analyze their strengths and weaknesses, it can help them create goals that will fuel personal and professional growth.
Some major benefits you can see with self-assessments include:
Giving the Employee Better Insights into their Data
With a self-assessment, the employee needs to consider different projects and tasks they completed and compare their recollections to the data associated with those projects. It gives them the chance to look at their performance through the eyes of management, which is a perspective they normally don't have. This can be an excellent teaching tool to improve skills and it can also lead to growth in areas of management and leadership.
The Employee's Perspective Is Considered
Managers and supervisors don't always know or understand the exact duties of their individual employees. The self-assessment gives them the employee's perspective on scenarios which can be a great communication tool on a personal level and it can improve the manager's ability to inspire and lead.
Gives the Employee a Voice
This is a key benefit. The self-assessment process opens a line of communication for the employee to give feedback on their performance, but also the intricacies of their job. This can help management understand pain points for employees and highlight strengths and weaknesses for specific staff members. By using Journals, employees can keep record of their tasks, goals and accomplishments, and discuss with their managers on an ongoing basis.
Self-assessments are often part of the overall employee evaluation process and include their performance review. Management and HR can use this information to encourage growth, reward excellent productivity, and is part of the consideration process in promotions.
The Downside of Self-Assessments
Many companies use self-assessments, but often not to their advantage. For the most part, no one really wants to assess their own performance. It's uncomfortable. Speaking highly of your own performance can be awkward, even when it's true. Pointing out your own flaws can feel like a bad idea in a professional setting.
The outcome is that many self-assessments aren't done well or used to their best benefit. The key in making self-assessments useful is in creating an environment where there is no negative judgment on honest assessment. The goal of improvement and growth should be highlighted. With that being said, there are some ways that self-assessments can be less than productive:
- The employee isn't honest or helpful. This is common and often not intentional. Employees don't naturally know how to assess their own performance and it's an uncomfortable thing to do. HR and supervisors should make sure to give the employee the tools they need, such as data and examples to help them compile the most valuable assessment.
- It's difficult to eliminate bias. You're not going to get a completely unbiased self-assessment. It's not possible to remove yourself entirely from an assessment of your own performance. For some employees, it may mean that they don't showcase their strengths as well as they should because it feels braggy. For others, it might mean that they simply do not see their own weaknesses.
Self-Assessments in Performance Management Systems
The performance review and self-assessment process is an important tool to build employee engagement and encourage growth. It does need to be handled professionally and with best practices in leadership. Recommendations for improvement need to be handled with care so that the employee feels supported and encouraged.
Your performance management system should give you tools to help make the performance review process easy to navigate for the managers and employees. You should be able to construct unique workflows that help your HR set goals with your employees, manage benchmarks, and clearly see progress. Communication should be efficient throughout the process so that your employees always feel supported.
Using your system effectively, management can compile robust reporting options, so they have a better view of individual performance, as well as whole company productivity.
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