Self appraisal

In a Performance Evaluation, it often enables self-assessment to give employees the opportunity to reflect and consider their strengths and weaknesses, having to rate their competencies, their alignment with the organizational culture, and any indicator established in the Assessment. Thus, they obtain information that will help them improve and know what is expected of them.

When self-assessment is enabled, the employee becomes an active participant and is allowed to contribute in a more constructive and enriching way in the feedback meeting with their supervisor, increasing employee motivation feeling heard.

Self-assessments are also beneficial for managers, as this functionality allows them to learn how they see themselves, spot any disagreements or misunderstandings that may exist, and establish together an Action Plan.

https://www.lifeder.com/autoevaluacion/

We also talk about it in our blog:

The best gift: your self-assessment

On the road to self-knowledge, periodically practicing self-assessment of our skills will help us build our own path towards professional development in accordance with our life expectations.

Should we enable an employee to Self-Evaluate?

Each company approaches its evaluation processes differently, but a common aspect that everyone grapples with when launching a feedback or performance evaluation process, whether it's 90º, 180º, 270º, or 360º, is whether to allow employees to conduct their own self-assessment.

Which assessment modality to choose: 90º, 180º, 270º or 360 degrees?

Isn't it sometimes confusing to determine what exactly a 270º assessment appraisal process is? What is the difference with another 180º? In this post we are going to try to explain what the different assessment methodologies are based on the different roles that interact. We hope to help you choose those options that best fit each organization.

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