Performance appraisals and evaluations are a chance for superiors to find out the employee’s job competencies, objectives and priorities, and see if they match with the company’s expectations. However, these often have the reputation of being intimidating, which can sometimes result in negative reactions such as performance anxiety, fear of disappointment, etc.  It is due to this reason that implementing peer reviews in businesses can be efficient in this context. By providing quick and consistent feedback of good work, namely through company networks, transparency is given to the workforce, allowing a better understanding of the successes and shortcomings of the team or organization and allowing a greater perception of their performance for the managers.

One of the grievances managers can have with peer reviews is the possibility of inaccurate, biased and false results based on competitiveness or prejudice. Therefore, managers must ensure that the goals and values of the company are ingrained in employees. They must understand that the reviews are for overall growth of the entire workforce and not only for individual advancement.

In addition, it is necessary to be certain the key point indicators whereby the employees are evaluated are consistent with the company’s objectives and clearly communicated. This should include the evaluation of soft and hard skills, ability to perform under pressure, and other leadership metrics. This will allow for comprehensive and universal analysis monitoring through the comparison of core organizational goals by teams, small units, departments, branches, and the entire business. This process should be conducted regularly. If positive performance is acknowledged instantly, the employees feel recognized and have a higher chance of replicating the same behaviour. Performance reviews should be easy and quick to conduct, otherwise employees are less likely to participate or rate the experience as positive.

Lastly, it is integral to include senior members of the company for peer reviews, so that the employees have a voice to express their feedback, criticisms, concerns, plans. This will help employees in emulating positive behaviours of leaders and create an over-all positive company culture and improve the process of implementing peer reviews in businesses.

References:

1. Creating An Effective Peer Review System, Feb 10, 2020, Harvard Business Review.
2. Four Tips For Creating A Strong Peer Review Culture, Sep 29, 2016, Forbes.