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Peer appraisal (or peer review) describes an approach where the performance of an employee is assessed by work colleagues rather than the individual’s manager. Many organizations use peer appraisal to complement other forms of performance appraisal as it can offer valuable feedback and a different perspective on individual performance. If used correctly, it can also enhance the performance, capability and motivation of the appraisee. However, peer appraisal can be challenging, as many people feel uncomfortable or awkward documenting their views on the performance of others. If you have been asked to participate in the peer appraisal of a colleague, this article offers six useful tips to ensure that you conduct the process as fairly and objectively as possible.
1. Understand your role. If you have been asked to act as a reviewer in the peer appraisal process, it is important that you have a clear understanding of what is expected. As a reviewer, your role is not to provide solutions or answers to perceived performance issues, but to provide an objective, balanced assessment of an individual’s performance. You should aim to provide an accurate and constructive assessment which the individual can use as a basis for improving their performance.
2. Ask for support if you need it. If you are unsure about any aspect of the peer review process, it is vital to seek guidance and support at an early stage. Consult your manager about how the process will be used in your organization, and seek help in improving your peer appraisal skills (e.g. improving objectivity, giving constructive feedback, etc.). Many organizations offer training or introductory sessions in peer appraisal skills prior to the implementation of a new system, and you should take advantage of any support that is offered.
3. Be accurate. With any appraisal process, it is important to base your comments and remarks upon personal experience and observation, rather than relying upon second hand information or hearsay. Before you start the process, refer to the individual’s job description to ensure that you have a clear understanding of their role and specific areas of responsibility. Consider the individual’s performance across each element of their role and refer to facts, specific examples, tasks and dates throughout your assessment.
4. Be objective. One of the main issues with peer appraisal is a lack of objectivity, as peers can sometimes be too generous with their praise. Reviewers who are worried about upsetting their colleagues, or who don’t want to affect existing team dynamics will often inflate their peer appraisal scores. Others can find it difficult to be overly critical of their colleagues, even where poor performance is an issue. To ensure that the results are accurate, you should aim to provide an honest assessment which should cover areas of weakness as well as areas of strength.
5. Don’t let office politics affect your judgment. If you have experienced tensions or conflict with colleagues in the past, it is important to put these thoughts aside and adopt a professional approach to the peer appraisal process. Regardless of whether you have been asked to conduct peer appraisal on an anonymous or named basis, it should not become a character assassination exercise. Don’t let aspects of an individual’s personality affect how you rate their ability to perform in their role.
6. Ensure confidentiality. It is important to respect the confidentiality of the person being appraised, so don’t share your thoughts, views or opinions on the subject with others.
