Multi Rater Assessments

Written by Michael Federico
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Multi rater assessments work under the assumption that the only way to get a clear picture of a person is to get input from as many sources as possible. When rating someone's job performance, all too often only one person's (usually a manger's) opinion is taken into account. This appraisal is often clouded by personal opinion or a true lack of knowledge of the employee.

In order to create more realistic behavioral profiles, companies have begun to institute multi rater assessments. A corporation can develop a set of criteria on which they want their employees to be judged. Surveys that will effectively obtain this information are designed and distributed to a set group of people. That group can include everyone in a specific department, managers, executives, and even counterparts in other offices that an employee might deal with. The results of multi rater assessments can be compiled into reports that break a person's tendencies into categories and sub-categories. A report may show that an employee falls into the classical "creative" pattern. Usually, this will mean that a person is a good communicator, can inspire others, and is extremely enthusiastic, but might not be the most detail-oriented person in the world. Reports can further explore one's personality by saying within that classical pattern, he is also sarcastic and egocentric.

Using Outside Companies to Administer Multi Rater Assessments

Usually when a company decides to get assessments on its employees, it is looking for ways to increase efficiency in the office. Having a professional service design, administer, and help analyze your results can be extremely beneficial if you're short on time or knowledge of the process. They can help a company locate areas in which it can save money by utilizing employees to their fullest abilities, based on what it is they do best.

The most important aspect that an outside company offers may be the fact that after they have administered the survey, they can take the assessment reports and offer suggestions. They can look at the creative egotist and find ways to bolster the strengths he possesses and overcome the weaknesses he has. They can encourage managers to create an environment where he can brainstorm and be a part of the action, but they can also work with the employee to develop listening skills and teamwork techniques that may, at least in the workplace, diminish the ego enough for him to learn from others around him.

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