1, self-evaluation

Self-evaluation refers to: let managers evaluate their abilities according to their performance during their work, or set future goals accordingly. In self-evaluation, employees usually reduce their awareness of self-prevention, so as to understand their own shortcomings, and then they are willing to strengthen and supplement their areas that have yet to be developed or insufficient.

Generally speaking, the results of employees' self-assessment are usually different from those of their superiors. Compared with the evaluation of superiors or colleagues, employees often give themselves higher scores. Therefore, you should be very careful when using self-assessment. When asking subordinates to self-evaluate, superiors should know that there may be differences between their own evaluation and employees' self-evaluation, which may form the rigidity of both sides' positions, which is also something that should be paid special attention to when using self-evaluation.

2. Peer review

Peer evaluation means that colleagues evaluate each other's performance to achieve the purpose of performance evaluation. For some jobs, sometimes the time and communication opportunities between superiors and subordinates are not as much as those between subordinates. In this case, the contact time between superiors and subordinates is not much, and there is little communication between them, so it is difficult for superiors to evaluate the performance of subordinates. But on the contrary, subordinates work together for a long time, so they know each other better than superiors and subordinates. At this point, their mutual evaluation can be more objective. Moreover, mutual evaluation between subordinates can let each other know their ability in interpersonal communication.

For example, one of the performance evaluation methods of a foreign company in Beijing is peer evaluation. According to the manager of the company's human resources department, this evaluation method will not be worse than the superior supervisor's evaluation effect in terms of evaluation accuracy. Moreover, peer evaluation can also make up for the lack of superior evaluation of subordinates. The evaluation results can also let subordinates know how they behave in teamwork and interpersonal relationships in the eyes of colleagues. In addition, the company also said that if the results of performance evaluation are to be used to promote talents, peer evaluation can often achieve convincing results.

3, subordinate evaluation

For traditional human resources workers, it seems a bit incredible for subordinates to evaluate their bosses. However, with the development of knowledge economy, more and more companies let employees evaluate the performance of their superiors. This process is called upward feedback. And this way of performance evaluation is especially valuable for developing the development potential of superiors. Managers can clearly know where their management ability needs to be strengthened through the feedback from subordinates. If there is a big gap between your understanding of yourself and your evaluation of subordinates, the supervisor can understand the reasons for this gap. Therefore, some human resource management experts believe that the evaluation of subordinates to superiors will be of great benefit to the development of their management talents.

4. Customer evaluation

Customer evaluation is particularly important for people engaged in service industry and sales industry. Because only customers know best about employees' performance and attitude in customer service relations and marketing skills. Therefore, in similar related industries, customer evaluation may be included in the performance evaluation system.

In fact, at present, some domestic service industries (such as financial industry and catering industry) often adopt this performance evaluation method (such as selecting the best service personnel). Because the service quality and attitude of the service personnel are only clear to the customers themselves. The customer service departments of many well-known domestic companies regularly ask customers to evaluate the service performance of the company's customer service personnel by sampling.

5. Supervisor evaluation

Supervisor's evaluation is the most common way in performance evaluation, that is, performance evaluation is carried out by the supervisor. Therefore, as supervisors, we must be familiar with the evaluation methods and make good use of the results of performance evaluation as an important weapon to guide subordinates and develop their potential.

6, multi-director, matrix evaluation

With the adjustment of enterprises, some companies often promote some cross-departmental cooperation schemes, so some employees may work with many supervisors at the same time. Therefore, when establishing the performance evaluation system, multi-supervisor and matrix performance evaluation methods can also be incorporated into the performance evaluation system.

That is, after the project is over, each project supervisor is required to submit an evaluation of the performance of his subordinates. For another example, at present, many domestic enterprises have branches or offices in major cities, so some employees often work in two places (or more places) at the same time. So some companies will require all supervisors to evaluate employees' performance.