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In today's complex business environment, employees often spend
as much or more time in direct contact with peers, subordinates,
contractors, and customers as they do with their managers.
Yet managers' observations about competencies and goal achievements
are usually weighted most heavily in the review and development
planning processes. The optional Multi-Rater add-on module
for Performance Impact Enterprise enables managers to supplement
and cross-check their perspective and perception of their employees'
performance
against those of individuals working most closely with that
employee.
The Multi-Rater Module creates an easy and accurate way of capturing observations and feedback from all individuals who are in a position to contribute to the whole picture of an employee's performance and value to the organization. By capturing this kind of 360° view of the employee's performance, the Multi-Rater module ensures that:
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Those who are closest to the employee's work participate in the review process
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Performance reviews and follow-up actions are based on a valid and complete picture of performance
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Potential manager “blind spots” or biases are balanced with other valid feedback
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Important differences about what is expected of an employee by others in the organization are identified and clarified
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The employee will view the performance review process as more fair, balanced, and credible than a manager-only process — and will be more likely to respond positively to the resulting feedback and development suggestions.
 Performance
Impact Enterprise's Multi-Rater Module provides a 360° view of an employee's
performance with flexible features that ensure the collection of quality, on-target
feedback.
Of special significance is that the multi-rater process can be initiated and “owned” by
the manager, by the employee, or both. For example, the manager can directly
collect feedback for the employee's review and development plan, or the employee
can ask for confidential multi-rater input for a self-initiated assessment or
personal development plan.
Another important feature is the ability to target precisely the type of feedback that is requested from each rater, from formal performance ratings on competencies or goals to informal comments or suggestions or a combination of these options. This ensures that the rater is only asked to comment on observable and relevant areas of performance — resulting in valid and credible feedback.
Features and Benefits
The following features and benefits deliver on the dual goals of collecting quality, targeted feedback with a minimum investment of time and effort: |
