Peer evaluation is a valuable measurement tool that managers use to develop and empower their employees. Not only does it provide useful data and feedback, but also the process itself is great for team building and helping employees learn about their strengths and weaknesses. Employees become actively involved in managing their own performance and better understand your expectations of them. While peer evaluation may help employees self-manage, managing the peer evaluation process is important in making it a successful experience.
Define performance goals. These are usually employee qualities or expectations that contribute to the success of the organization or department. The goals serve as a road map when developing your checklist. Examples of performance goals specify an improvement in communication skills or an increase in sales.
Write a list of objectives that demonstrate achieving the performance goals. Objectives are not actions; they are outcomes. They need to be measurable and easy to understand and score. A measurable objective might specify the employee will meet 110 percent of the sales objective for the month of May, for example.
Develop a measurement for each objective. This can be as simple as a yes or no; it can also require the creation of a rubric to score subjective data. A rubric is a predefined set of criteria used to evaluate the level of an employee's performance.
Educate all involved employees on the purpose and procedure of peer evaluations. For peer evaluations to work, employees must understand how to use them, how to benefit from them and how to be comfortable with peers' assessments of their work.
Test the peer evaluation checklist a few times and ask for feedback. Revise it based on any issues that are identified before implementing the peer evaluation checklist throughout the company.
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