Types of Performance Evaluations

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Performance evaluations can lead to higher productivity!

Performance evaluations, whether in school, business or any other organization, are often dreaded by both the people being evaluated and those doing the actual evaluating. Nonetheless, evaluations are often a necessary part of doing business. Fortunately, there are different types of evaluations, all of which have their own pros and cons.

  1. Peer Evaluations

    • One important way of evaluating employees' performance is through the eyes of their peers. Even though management often has a lot of control and oversight over its employees, there are certainly times when there is no direct supervision and the only people witnessing an employee working are co-workers and colleagues. Peer evaluations therefore give an insight into performance that may be more difficult to see from a managerial perspective. It is important to take peer evaluations with a grain of salt, as peers may give evaluations based on feelings of dislike or sympathy and may be less objective than subjective.


    • Self-evaluations allow management to see employees beyond what is clearly evident on the outside. Through clever questioning, self-evaluations can help evaluate whether employees have certain issues at work, determine whether they like or dislike their jobs and allow them to have input into their performance goals and objectives. Again, these types of evaluations should be analyzed with the caveat that most people have their self-interest at heart, and their self-evaluation will be biased.

    Management Evaluations

    • Management evaluations, the easiest evaluations to achieve in most business environments, are the most common type of performance evaluations. Managers can provide quick, top-down evaluations to employees based on their day-to-day operations. Managerial feedback is often expected and even appreciated by many employees as it gives guidance and establishes opportunities for growth and improvement.

    Customer Evaluations

    • Increasingly, employers are attempting to gain the insights of the most important critic of all, their customers. In the end, if the customer is satisfied, most other interior intricacies are less important. To collect customer evaluations, companies use secret shoppers and customer surveys, often enticing customers with rewards and contests. With the exception of a few difficult customers, most customer evaluations should be honest and to the point, allowing managers to act on reliable information.

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