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What do you do if self-assessments are not accurately reflecting employee performance?

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Self-assessments are a common tool for employee performance evaluation, but they can also pose some challenges. How do you handle the situation when your employees' self-ratings are not consistent with your observations, feedback, or expectations? In this article, we will explore some possible reasons for this discrepancy, and some strategies to address it effectively.

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Ignacio Nieto Orbe

Directivo en el área de Operaciones | Gerente General | Planificación Financiera | Miembro de comité de dirección

1 The causes of inaccurate self-assessments

There are many factors that can influence how employees perceive and rate their own performance. Some of them are psychological, such as the Dunning-Kruger effect, which makes some people overestimate or underestimate their abilities, or the impostor syndrome, which makes some people doubt their achievements. Some of them are motivational, such as the desire to impress, to avoid criticism, or to justify their pay. Some of them are contextual, such as the lack of clear criteria, standards, or feedback, or the influence of organizational culture, norms, or biases. Understanding the root causes of inaccurate self-assessments can help you tailor your approach and communication accordingly.

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Ignacio Nieto Orbe

Directivo en el área de Operaciones | Gerente General | Planificación Financiera | Miembro de comité de dirección
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Hay algunos puntos fundamentales cuando hablamos de autoevaluaciones: 1) La fijacion de objetivos y expectativas debe ser clara. Debemos dedicarle tiempo a esto: Reunirnos con nuestros reportes, compartir y explicarlo claramente. Siempre es bueno explicar el porque de los objetivos y expectativas. Podemos tambien pedir su feedback y contribucion en esta etapa. 2)Es muy importante que el superior del empleado tenga reuniones periodicas con sus reportes en donde se le de feedback de su desempe?o. Cual son los desvios que estamos viendo y trazar cursos de accion. 3) Debemos dar seguimiento a los cursos de accion. Si los superiores cumplimos metodicamente los 3 puntos mencionados es muy probable que las autoevaluaciones sen exactas.

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María Eugenia Benchuga

Human Resources | People Management | Employee engagement | Human Resources Senior Manager | HR Organization & Methods | Compensation & Benefits
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Uno de los puntos más importantes para que las evaluaciones sean transparentes y exactas está en la definición de los MBOs y las métricas para medirlos: - Criterio SMART: * Específico (specific): la clave está en la redacción, el qué voy a evaluar, concreto. * Alcanzable (achievable): debe implicar un desafío, no una tarea que sabemos está cumplida antes de comenzar * Realista (realistic) * Período de tiempo (time based): Ej: implementar xx política hasta xx fecha. Algo que ayuda y mucho y hace más transparente el proceso es establecer previamente qué significará alcanzar o superar expectativas o mejora y desarrollo. Ej: Implementar sistema x: EXCEDE hasta 1 de abril, CUMPLE hasta 1 de mayo, MEJORA/ DESARROLLO después del 1 de mayo

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2 The consequences of inaccurate self-assessments

Inaccurate self-assessments can have negative impacts on both the employees and the organization. For employees, they can lead to frustration, confusion, demotivation, or complacency, depending on whether they are overrating or underrating themselves. They can also affect their learning, development, and career progression, as they may not recognize their strengths, weaknesses, or opportunities. For the organization, they can affect the quality of work, the alignment of goals, the allocation of resources, and the recognition of performance. They can also create mistrust, resentment, or conflict between employees and managers, or among peers.

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Ignacio Nieto Orbe

Directivo en el área de Operaciones | Gerente General | Planificación Financiera | Miembro de comité de dirección
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Segun mi experiencia las autoevaluaciones inexactas traen bajo desempe?o. Malestar e impacto en el clima laboral. Lo que se traduce en malos resultados

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3 The benefits of accurate self-assessments

Accurate self-assessments can have positive impacts on both the employees and the organization. For employees, they can increase their self-awareness, confidence, and satisfaction, as they can identify and celebrate their achievements, as well as acknowledge and address their areas of improvement. They can also enhance their learning, development, and career progression, as they can set realistic and meaningful goals, seek feedback and support, and take action to improve their performance. For the organization, they can improve the quality of work, the alignment of goals, the allocation of resources, and the recognition of performance. They can also foster trust, respect, and collaboration between employees and managers, or among peers.

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Jamuna Rani Govindaraju

Executive Director—SICCI/Advisor—SME Centre@SICCI/ Organisational Management Expert/After 98 years, SICCI is not just making history but redefining it with the First Female ED appointment.
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Ensure that employees understand the purpose and expectations of self-assessments. Provide clear guidelines on the criteria and metrics they should use to evaluate their performance and examples of what constitutes effective performance in their roles. Provide training and support to help employees effectively assess their performance. Provide guidance on how to identify strengths and areas for improvement and specific examples or evidence to support their self-assessments. Encourage employees to engage in self-reflection and critical thinking when completing their self-assessments. Encourage them to consider their accomplishments, challenges, and areas where they have made significant contributions or growth.

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4 The steps to improve self-assessments

To improve the accuracy and effectiveness of self-assessments, you can take certain steps such as defining and communicating clear criteria and standards for performance evaluation, and providing regular feedback to your employees. Additionally, create an open environment where employees can share their self-assessments without fear. Review and discuss the assessments with your employees, noting agreements and disagreements. Acknowledge the strengths and achievements of your employees, and work with them to develop action plans for improvement. Finally, monitor and evaluate the progress and results of the plans.

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5 The best practices for self-assessments

To ensure that self-assessments are a valuable and meaningful tool for employee performance evaluation, you can encourage your employees to be honest, objective, and reflective in their self-assessments. Ask them to provide evidence, examples, or data to support their self-ratings, and focus on their behaviors, actions, and outcomes. Additionally, suggest that they consider multiple perspectives, sources, and dimensions of their performance and use the self-assessment as an opportunity to learn, grow, and improve. By following these best practices, you can ensure that self-assessments are a valuable tool for employee performance evaluation.

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6 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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What do you do if self-assessments are not accurately reflecting employee performance?

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1 The causes of inaccurate self-assessments

2 The consequences of inaccurate self-assessments

3 The benefits of accurate self-assessments

4 The steps to improve self-assessments

5 The best practices for self-assessments

6 Here’s what else to consider

Staff Development

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What do you do if self-assessments are not accurately reflecting employee performance?

1

2

3

4

5

6

1 The causes of inaccurate self-assessments

2 The consequences of inaccurate self-assessments

3 The benefits of accurate self-assessments

4 The steps to improve self-assessments

5 The best practices for self-assessments

6 Here’s what else to consider

Staff Development

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