As an employee, undergoing a performance review, I would prefer a behavioral-based method

and the tool I would like to use is the behavior observation scale, which focuses on specific
behaviors that I display while at work. I think this tool is useful to self-assess my performance
based on specific behaviors that I display like collaborating with teammates, managing risk, and
meeting project deadlines. While it helps me to understand my strengths and weakness and
helps me to identify the areas for improvement. For example- Job Interviews: Involves asking
job candidates questions about how they have addressed a specific case in the past to gain
insight into their behaviors and problem-solving skills.
Another example is Sports performance analysis, which involves examining the performance of
athletes both at training and competitions. In order for them to identify areas where they need
improvement.

As a manager, who needs to evaluate my team member's performance, I would use a method
that focuses on the results they have achieved over a certain period of time. For that I would
prefer to use a method called result-based and a tool called forced-choice.

In the results-based method, we would look at what the employee has accomplished during a
specific period, like an employee who was working on a project, I would evaluate their
performance on the basis of the time they spent on that project, where they were able to
complete it within the deadline.

The forced-choice involves choosing between two statements that describe an employee's
behavior, like "employee V is constantly late" or "employee V always on time." These
statements would help me identify where the employee is doing well and where they need
improvement so that I could give them instructional feedback. This approach has benefits as it
can help lessen the possibility of bias and boost the accuracy of the evaluation. Secondly, it will
provide a clear idea of the employee, where they stand in performance and need improvement.

For example- Measuring customer satisfaction using the forced-choice method and asking
customers to choose statements like “I was completely satisfied with my experience” or “I was
dissatisfied with my experience.”

In conclusion, to evaluate an employee's work, it's crucial to choose the right performance
review methods and tools. These should be based on the job, goals, and preferences of the
employee and manager. It's important to have a clear way of evaluating performance and
offering advice to help employees improve their skills and reach their goals. The review process
should be a team effort between the manager and employee, with a focus on always improving.
Effective performance reviews can build a good workplace, boost employee commitment and
loyalty, and lead to better business outcomes.