How can you evaluate the performance of your peers effectively?

To effectively evaluate peers, do the following: Set the goal: Know why you're doing it (review, feedback, personal growth). Gather evidence: Look at work samples, metrics, and observations, not just opinions. Balance feedback: Sandwich strengths with actionable suggestions for improvement. Deliver with respect: Keep it private, professional, and future-oriented. Reflect and learn: Evaluate your process and areas for improvement.

Gathering evidence and data is great for peer performance appraisal, but also stop and consider your gut feelings - that sense of whether they are doing well or not. Stopping and evaluating your perception of the person's performance can give you valuable clues as to how they could play to their strengths or improve. It can also help you consider any bias that you may have and help you give more balanced feedback. When gathering evidence, also consider what the expectations are on that specific person. What is their job description? How does it fit with the IoIC or IABC framework or your organisational skills framework? Are they new to the job, where should they be performing at? Do you need to make any adjustments for their circumstances?

The best approach I ever used was the following: At the end of each project, quarterly or just when you would like to gather feedback, as three peers the following three questions: 1. What do I do well? 2. What areas could I improve on? 3. What's a single change that I could make to help us work together better? If your peer is open to it, you could use the above to provide feedback to them too. Have a meeting and work through the feedback, keeping an open and objective mindset. Ask questions and seek clarification but don't be defensive. At the end of the feedback session, agree any action you will take to make your performance and working relationship better.

Success in this starts from Identifying the relevant areas to evaluate. These could be specific skills, responsibilities, or behaviours based on job descriptions, team goals, or company values. Gather Evidence: Don't rely on your own opinions or impressions. Look for concrete examples of your peer's work, such as project reports, client feedback, or observations of their interactions with colleagues or clients. Analyze & Consider Context: Look for trends and patterns in the evidence. This will help you identify your peer's strengths and weaknesses. Provide Feedback & Actionable Suggestions: Sandwich your feedback. Start with positive comments about your peer's strengths and contributions.

Dentro da metodologia de avalia??o 360, a participa??o dos pares é fundamental para agregar uma percep??o diferente acerca do avaliado. Porém, é preciso alguns cuidados na execu??o, sobretudo nos aspectos “políticos” que envolvem a avalia??o e o feedback. Sabemos que pode existir o fator relacional, positivo ou negativo, que precisa ser levado em considera??o. Esse tipo de avalia??o exige alto grau de maturidade, isen??o e profissionalismo.