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How can you use peer evaluations to improve performance reviews?

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Peer evaluations are a valuable tool to enhance performance reviews in any practice. They allow you to collect feedback from multiple sources, identify strengths and areas for improvement, and foster a culture of collaboration and learning. In this article, you will learn how to use peer evaluations effectively and avoid common pitfalls.

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Roberta Avillez, Ph.D.

Identity, Migration, and Communication Expert | Ph.D. student in Sociology. | Ph.D. in Communication and Culture
Olurotimi (Tim) Ojo

Director at Eko Consulting Ltd
Frans van Loef

?OFFLOAD Strategist? | ?Leadership (Team) Development in Managing Scarce Human Capacity?| ? Author and Speaker? |

1 Benefits of peer evaluations

Peer evaluations can complement your own observations and assessments of your staff's performance. They can provide insights into how your staff interact with each other, handle different situations, and contribute to the team's goals. Peer evaluations can also help your staff develop their communication, feedback, and self-reflection skills. By involving your staff in the evaluation process, you can increase their engagement, motivation, and accountability.

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Olurotimi (Tim) Ojo

Director at Eko Consulting Ltd
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It is essential to have psychological safety and a “learning organisation” cultural orientation to reap the full benefits of peer evaluations. Otherwise the quality of peer evaluations will be adversely affected either by being anodyne or overcritical. In my view the accurate calibration of peer evaluations will be determined by the prevailing organisational context and culture.

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2 How to design peer evaluations

To design effective peer evaluations, you need to align them with your practice's vision, values, and objectives. You need to define the criteria, methods, and frequency of peer evaluations, and communicate them clearly to your staff. You also need to select appropriate tools and platforms to collect and analyze peer feedback. You can use online surveys, forms, or apps, or create your own templates or rubrics. You should also consider how to integrate peer evaluations with other forms of performance appraisal, such as self-evaluation, manager evaluation, or client feedback.

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Roberta Avillez, Ph.D.

Identity, Migration, and Communication Expert | Ph.D. student in Sociology. | Ph.D. in Communication and Culture
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In today's society, many people forget how to convey peer evaluations or any evaluation at all. Peer evaluations in the Academy or Industry are designed to give the receiver structured feedback with clear directions. First of all, if you think there might be any conflict of interest or you are not in the right headspace, step aside and take some time. Make sure you are aware of your (unconscious) biases. Peer evaluations are designed for growth and not punishment. Secondly, you should summarize your review points, indicating that you understand who you are evaluating and for what. Thirdly, assess the contributions and comment at least on one thing done well. Finally, give clear directions for one to achieve the main goal. Be constructive.

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3 How to conduct peer evaluations

To conduct peer evaluations, you need to prepare your staff and create a supportive environment. You need to explain the purpose, benefits, and expectations of peer evaluations, and address any concerns or questions. You need to encourage your staff to be honest, constructive, and respectful in their feedback, and to focus on behaviors and outcomes, not personalities or preferences. You also need to provide guidance and training on how to give and receive feedback effectively, and how to use the tools and platforms you have chosen.

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Frans van Loef

?OFFLOAD Strategist? | ?Leadership (Team) Development in Managing Scarce Human Capacity?| ? Author and Speaker? |
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A pragmatic way you develop peer review within management teams where everyone answers two questions for all colleagues. 1) What behavior would you like to see much more of in this colleague and what does that bring to our MT. 2) What is a behavioral characteristic you would like to see change and what does that contribute. Then discuss this feedback in the MT in the following way; For each person, one by one all colleagues give the two feedback points in a short and clear manner. The person currently receiving the feedback may ask questions to clarify feedback, but no discussion is initiated. You take it in. If you repeat this on a quarterly basis, the team develops an atmosphere where open and constructive peer reviews take place.

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4 How to use peer evaluations

To use peer evaluations, you need to review and interpret the feedback you receive from your staff, and compare it with your own observations and assessments. You need to look for patterns, trends, and discrepancies, and identify the strengths and areas for improvement of each staff member. You also need to use peer evaluations as a basis for constructive dialogue, recognition, and development. You need to share the feedback with your staff, and discuss their performance, goals, and action plans. You also need to acknowledge and reward their achievements, and provide coaching and support for their growth.

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5 How to avoid pitfalls of peer evaluations

Peer evaluations can also have some potential drawbacks, such as bias, inconsistency, or conflict. To avoid these pitfalls, you need to monitor and moderate the peer evaluation process, and ensure its fairness and validity. You need to check the quality and reliability of the feedback, and address any issues or discrepancies. You also need to prevent or resolve any conflicts or misunderstandings that may arise from peer feedback, and maintain a positive and respectful work culture.

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6 How to improve peer evaluations

Peer evaluations are not a one-time event, but a continuous process of learning and improvement. To improve your peer evaluations, you need to evaluate and refine your criteria, methods, and tools, and solicit feedback from your staff on their experience and satisfaction. You also need to measure and track the impact of peer evaluations on your staff's performance, engagement, and retention. You also need to keep up with the best practices and trends in peer evaluation, and learn from other practices and experts.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you use peer evaluations to improve performance reviews?

1

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3

4

5

6

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1 Benefits of peer evaluations

2 How to design peer evaluations

3 How to conduct peer evaluations

4 How to use peer evaluations

5 How to avoid pitfalls of peer evaluations

6 How to improve peer evaluations

7 Here’s what else to consider

Practice Management

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How can you use peer evaluations to improve performance reviews?

1

2

3

4

5

6

7

1 Benefits of peer evaluations

2 How to design peer evaluations

3 How to conduct peer evaluations

4 How to use peer evaluations

5 How to avoid pitfalls of peer evaluations

6 How to improve peer evaluations

7 Here’s what else to consider

Practice Management

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