What are the challenges of using self-appraisal as a source of feedback?

1 Challenge 1: Lack of objectivity

One of the main challenges of self-appraisal is that it is subjective and prone to biases. Employees may overestimate or underestimate their performance, depending on their personality, motivation, self-esteem, and expectations. For example, some employees may suffer from the impostor syndrome, where they doubt their abilities and achievements, while others may have a positive illusion, where they inflate their self-worth and competence. These biases can distort the self-appraisal results and make them inconsistent with the actual performance outcomes and standards.

2 Challenge 2: Lack of feedback skills

Another challenge of self-appraisal is that it requires employees to have good feedback skills, such as being able to analyze their performance, identify their strengths and weaknesses, and set SMART goals. However, not all employees have these skills or receive adequate training and guidance on how to conduct a self-appraisal. Some employees may struggle to articulate their achievements and challenges, or to provide specific and relevant examples and evidence. Some may also set unrealistic or vague goals, or fail to follow up on their action plans.

3 Challenge 3: Lack of alignment

A third challenge of self-appraisal is that it may not align with the organizational goals, values, and culture. Employees may have different perceptions and expectations of what constitutes good performance, or what are the priorities and criteria for evaluation. For instance, some employees may focus more on the quantity or quality of their work, while others may emphasize more on the teamwork or innovation aspects. These differences can create confusion and conflict, especially if the self-appraisal results are used for decisions such as promotions, rewards, or career development.

4 Challenge 4: Lack of trust

A fourth challenge of self-appraisal is that it may not be trusted by the employees or the managers. Employees may fear that their self-appraisal will be used against them, or that they will be judged harshly or unfairly by their managers. They may also doubt the credibility or accuracy of their own self-assessment, or feel uncomfortable to share their honest opinions and feelings. Managers may also question the validity or reliability of the self-appraisal results, or think that they are not sufficient or relevant for their performance appraisal purposes.

5 Challenge 5: Lack of integration

A fifth challenge of self-appraisal is that it may not be integrated with other sources of feedback, such as peer reviews, customer feedback, or objective data. Self-appraisal alone cannot provide a comprehensive and balanced picture of the employee's performance, as it may miss some important aspects or perspectives that are not captured by the employee's self-perception. Moreover, self-appraisal may not be aligned or consistent with the feedback from other sources, which can create discrepancies and confusion for the employee and the manager.

6 How to overcome the challenges

Despite the challenges of using self-appraisal as a source of feedback, it can still be a useful and effective tool for performance evaluation and development if done properly. To make the most of self-appraisal, it’s important to provide clear and consistent performance standards that are aligned with the organizational goals, values, and culture. Employees should be trained and coached on how to conduct their own self-appraisal, including analyzing their performance, identifying their strengths and weaknesses, providing specific examples and evidence, and setting SMART goals. Additionally, employees should be encouraged to be honest, realistic, and constructive in their self-appraisal and to avoid biases or distortions. It’s also important to create a supportive environment where employees feel safe to share their self-appraisal results and receive constructive feedback from their managers. Multiple sources of feedback such as peer reviews or customer feedback should also be used to complement and validate the self-appraisal results. Lastly, the self-appraisal should be used as a basis for dialogue between the employee and manager rather than a final judgment or decision. Follow up on the results and action plans should also be done in order to monitor progress and outcomes of the employee's performance and development.