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The reasoning for these behaviors is fascinating. Poor performers lack the skills to perform--which are the same skills required to evaluate their performance. They don't understand that they don't understand, and so believe their abilities compare positively to their peers.
On the other hand, Top performers incorrectly assume that their competence is shared among their peers--leading them to rank themselves lower than they deserve.
Given this information, why in the world would any company use a self-evaluation as part of an employee's review? To me, it would only lead to confusion. A manager looking at the low-rated self-review of someone she considers to be a high performer might think there's something she isn't aware of and change her own opinion of that employee. And the poor performer who ranks himself high may cause a manager to question her observations about him. I'd like to hear from managers out there or even HR folks who can defend the use of employee self-evaluations. In the meantime, here's the report from Cornell.
posted by Toni Bowers
September 30, 2009 @ 7:10 am
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