To some, employee self-assessments are a relatively new concept in the world of HR. In the past, organizations used “Annual performance reviews” or “Performance appraisals” to describe the formal process of reviewing employee performance. In the modern workplace, employee self-assessments are a common means of ensuring that the employee has a voice in the performance review process. An employee self-assessment is typically submitted prior to a scheduled performance review, giving managers time to review the employee’s self -assessment and discover where their perspectives differ or align on the employee’s performance. Employee self-assessments create a more engaging and productive performance review process by allowing the employee to share their unique perspective on their job role and performance throughout the year. Succession planning is one of the hidden benefits of employee self-assessments – it only materializes if you manage the data from performance reviews accurately over time, something typically done with a software performance management system. In contrast, when an employee makes a self-assessment that does not align with their manager’s views, it could mean that the employee doesn’t understand their job role adequately or hasn’t aligned their goals with the organization. Perhaps the greatest value driver of employee self-assessments is the role they play in facilitating greater employee engagement and feedback between employees and managers.
Read more on goo.gl/uVeFHz.