Self-Rating A No-No - [website] Published: 17th of May 2011 by: (c) Staff Training Reporter
Many managers make the mistake, when trying to identify areas they would like to improve in, of relying on self-ratings to tell them exactly where they’re falling short.
The problem with self-ratings is that they are the most unreliable source of ratings relating to job performance, and whether a person rates himself or herself high or low is often unrelated to performance dimensions.
According to Best People Practices For Managers and HR “Self is generally the worst judge of performance in management and professional jobs.”
Although, the authors add, “this may not be as true for technical and non-exempt jobs where clear, commonly recognized, and objective measures of performance exist.”
This means that when seeking ratings on job performance in earnest managers would do better to ask virtually anyone else to rate them.
So self-ratings are not very accurate, but more than that they become extremely inaccurate when it comes to weaknesses, interpersonal skills and the impressions we leave on people.
Best People Practices For Managers and HR said, “Coincidently, most of the skills missing in managers and executives were those very same skills about which people are least accurate.”
When rating oneself the tendency is to rate one’s intentions as opposed to their actions; other people experience the effects of the behaviour and would therefore be more equipped to give an accurate rating.
