Answers
Here are various methods of performance review:
- Periodic Appraisals- A formal, yearly, or intermittent meeting between a worker and director to examine performance throughout a predetermined period.
Advantages
- It sets clear expectations for the year ahead, keeping the workers aware of what is required.
- It provides a structured and easily understood performance review for every team and department (Muneer et al., 2022).
Disadvantages
- It may not be frequent enough for timely feedback, and some solutions might not wait a month or year to be made.
- It can be very time-consuming because gathering information from the employees takes longer.
- 360-Degree Feedback- Feedback is gathered from numerous sources, including peers, subordinates, managers, and self-evaluation (Granados-Ortiz et al., 2023). The input gives an all-encompassing perspective on a representative’s exhibition.
Advantages
- Promotes self-awareness and encourages a culture of feedback.
- Provides a well-rounded assessment and feedback.
Disadvantages
- It might lead to biases in feedback from some members.
- It can be complex to administer since it needs information from all the stakeholders.
- Critical Incident Method- revolves around clear-cut fundamental events or incidents during the execution phase (Fischer et al., 2019). Administrators report these incidents using these models, and the worker’s exhibition is spoken about.
Advantages
- Allows room for targeted feedback since the management comes up with only specific metrics.
- Offers specific examples for discussion because the information and comments are derived from actual occurrences and activities.
Disadvantages
- Because the feedback is solely based on the setup measurements, it might not fully convey overall performance.
- It may only focus on negative incidents.
