Name two methods of performance appraisal.

Name two methods of performance appraisal.

• A. 360-degree feedback
• B. Manager feedback only
• C. Self-appraisal and manager appraisal
• D. Peer assessment

Answer: (C)

When assessing performance, it’s common to combine input from the worker themselves with input from a supervisor. This pairing gives a balanced view: the employee reflects on their own work, and a manager provides an external check against targets and criteria. Self-appraisal lets the person evaluate how well they’ve met their objectives, what went well, and what they’d like to improve. It encourages ownership of development and can reveal insights the supervisor might not see. Manager appraisal, meanwhile, provides an external perspective based on observed performance, evidence from work outcomes, and the organization’s standards. It helps set formal feedback, identify strengths, and highlight areas for development from a supervisory point of view. Other methods exist, such as 360-degree feedback, which collects input from multiple sources, or peer assessments, but naming two common, straightforward methods—self-review and managerial review—fits the prompt well. They are widely used because they cover both the employee’s self-perception and the supervisor’s objective assessment, offering a practical and often quicker way to conduct performance reviews.

When assessing performance, it’s common to combine input from the worker themselves with input from a supervisor. This pairing gives a balanced view: the employee reflects on their own work, and a manager provides an external check against targets and criteria.

Self-appraisal lets the person evaluate how well they’ve met their objectives, what went well, and what they’d like to improve. It encourages ownership of development and can reveal insights the supervisor might not see. Manager appraisal, meanwhile, provides an external perspective based on observed performance, evidence from work outcomes, and the organization’s standards. It helps set formal feedback, identify strengths, and highlight areas for development from a supervisory point of view.

Other methods exist, such as 360-degree feedback, which collects input from multiple sources, or peer assessments, but naming two common, straightforward methods—self-review and managerial review—fits the prompt well. They are widely used because they cover both the employee’s self-perception and the supervisor’s objective assessment, offering a practical and often quicker way to conduct performance reviews.