But in reality, you shouldn't let your friendships or lack thereof influence the content of your peer evaluations. A maximum of three strengths and three weaknesses is the most a manager can deal with effectively, when combined with feedback from others.
Warning Remember that your evaluation can tell your employer as much about you as it does about the employee you are evaluating. The manager needs to assess if their experience aligns with that of these co-workers.
Being a subordinate or manager really isn't relevant because teams rely on each other to help each other. Sometimes, however, he gets so caught up in his work that it comes in late. Here are a few tips for tackling those peer evaluations -- without losing your mind in the process.
This software makes it easy to send, receive, save, and categorize feedback, which gives managers a pulse on their team and makes for more productive conversations during performance reviews.
For example, if your co-worker's technology skills aren't up to par, explain the times she has come to you for help using software applications with which she should be familiar. Ruth resides in the nation's capital, Washington, D.
If you gloss over important flaws in an attempt to help a colleague look better, you put yourself at risk. When wording comments about performance requirements, focus on specific duties.
If not, specify the problem like frequent sick days or regular tardiness.