At 03:28 PM 10/9/96 -0500, In LO10400 you wrote:
>I would like feedback from any companys that have implemented peer-rating
>systems for front-line employees, particularly those in craft areas. What
>are the results? What can a company expect when it starts? How long
>before the employees start feeling comfortable with giving and receiving
>performance-improvement comments?
>
>Will be willing to share results from a project I am working on.
I just started working with a company last week. The group (team) I manage
is in the midst of Peer reviews, many of the team members are doing this
for the first time. here are some of the issues that they had. I'm just
looking for some ideas/comments on how to train/ coach the team on how to
overcome these mental obstacles before the next review.
1. They objected to having to sign them. They think that if they cannot be
anonymous then people will not be as honest as they might be in reviewing
others.
2. Who does the administrative work involved? In other companies, does HR
do it. This ensures that it is done by a third party that does not have
any ax to grind.
3. How can a new person evaluate someone who has been at the company for
years.
4. What training should be given to the team members. What if someone is
not very tactful in how they answer?
5. Who gets to see the peer reviews. Where do they end up?
I know my answers to the team and individuals. What should I have said?
Thanks!
Archie
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Archie Kregear archiek@ix.netcom.com 1-888-221-6729
"Don't wish it was easier; wish you were better. Don't wish for fewer
problems; wish for more skills. Don't wish for less challenges; wish
for more wisdom."
- Jim Rohn
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--Archie Kregear <archiek@ix.netcom.com>
Learning-org -- An Internet Dialog on Learning Organizations For info: <rkarash@karash.com> -or- <http://world.std.com/~lo/>