How We Can Help


Knowing yourself is one of the most important steps for personal and professional development. If you understand what works well and what can improve, then you are already half way to being a better person and worker. We talk a lot about what self-performance evaluation is in another post we recommend.

The danger here is to ensure that you are evaluating correctly. I especially like to combine self-assessment with a good personal strategic plan to be able to think about short, medium and long term goals.
Benefits:  Self-criticism is always a great practice when done honestly. This causes employees to create action plans to develop themselves. When a person recognizes a point to develop and propose a solution, he becomes responsible for it.
Problems:  As previously stated, when practiced without honesty or depth, it will not help at all. Some contributors do not have the discipline to play a process that relies only on them or they simply will not be able to identify their points to develop.
Light Tips:

  1. Encourage self-evaluation as an informal company process. In this case, the employee will not be required to disclose the results, but the organization will have full support to develop its most important points.
  2. Encourage self-evaluation after third party evaluation. In this way, the employee will have the opportunity to recognize their points of development as stated by them.

180 degree performance rating
This may be the most traditional performance evaluation today (which does not say that it is the best), where managers evaluate their subordinates. It is often used in large companies.
Benefits:  Employees will always know the perception of their managers, that is, the people responsible for their promotion, growth, and opportunities within the company. There is a good understanding of what is missing to increase development assistance.