The Advantages and Disadvantages of Comprehensive Performance Evaluations by Subordinates

Comprehensive performance review systems are designed to give managers and other employees a complete picture of how others perceive them at work. Instead of just finding out what the boss thinks at an annual performance review, managers participating in a 360-degree feedback system can find out how their peers and subordinates rate them, too.

Evaluation Anxiety

Some managers are more comfortable having their performance evaluated by peers or supervisors than by subordinates. Evaluation by subordinates can cause anxiety or even fear on the part of managers who suspect they are not well-liked or respected by those who work for them or who fear being evaluated unfairly by a subordinate nursing a grudge.


It is possible that employees will not be frank and open in their evaluation because they are worried about retaliation. Employee assessments could amount to a popularity contest rather than an objective evaluation. Employees may reward supervisors who give them less work and punish those who give them more work. Also, managers and subordinates might collude with each other to ensure both receive positive assessments.


Subordinate appraisal systems can give supervisors a clearer understanding of employee concerns. Even if a supervisor encourages employees to communicate with her openly at all times, many of them do not. By giving employees a safe context in which to communicate their opinions and concerns, the company can improve morale and strengthen relationships between managers and employees. In addition, employee evaluations provide accurate information about a supervisor's interpersonal skills that may not be available from any other source.


To maximize the advantages of subordinate assessments while minimizing the disadvantages, anonymity must be built into the system. Employees need to know that they can be honest without fear of repercussion. Use specific questions, such as "Does your supervisor encourage differences of opinion and feedback from employees?" or "Does your supervisor provide clear directions?" Average the ratings to get a clearer overall picture, removing both the highest and lowest scores. In any team smaller than four employees, do not show the ratings to the manager to avoid damaging the relationship between the supervisor and her subordinates.