--- title: The main methods of performance reviews description: Do you know the different performance evaluation methods? We explain what they are and how they differ so you can choose the best one for you. image: https://blog.kenjo.io/hubfs/metodos-evaluacion-desempe%C3%B1o.jpg --- [![Kenjo blog logo](https://blog.kenjo.io/hubfs/kenjo-files/logos-and-favicons/kenjo-blog-logo.svg)](https://blog.kenjo.io) CATEGORIES - [HR department](https://blog.kenjo.io/tag/hr-department) - [Interviews](https://blog.kenjo.io/tag/interviews) - [Performance review](https://blog.kenjo.io/tag/performance-review) - [Recruitment](https://blog.kenjo.io/tag/recruitment) - [Free HR course](https://blog.kenjo.io/tag/free-hr-course) - [HR Software](https://blog.kenjo.io/tag/hr-software) - [HR Services](https://blog.kenjo.io/tag/hr-services) - [Compensation](https://blog.kenjo.io/tag/compensation) - [Learning & development](https://blog.kenjo.io/tag/learning-development) - [Remote work](https://blog.kenjo.io/tag/remote-work) - [Corporate](https://blog.kenjo.io/tag/corporate) - [Blue Collar](https://blog.kenjo.io/tag/blue-collar) - [Occupational health](https://blog.kenjo.io/tag/occupational-health) - [Time Off](https://blog.kenjo.io/tag/time-off) - [Attendance](https://blog.kenjo.io/tag/attendance) LOOKING FOR OUR WEBSITE? 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[CONTACT](https://www.kenjo.io/contact) - [PRICING](https://www.kenjo.io/pricing) [BOOK A DEMO](https://kenjo.io) | [LOGIN](https://app.kenjo.io) ![Open language menu](https://blog.kenjo.io/hubfs/kenjo-files/blog-icons/World%20Thin.svg) [Deutsch](https://blog.kenjo.io/de) [English](https://blog.kenjo.io/) [Español](https://blog.kenjo.io/es) [Mexico](https://blog.kenjo.io/es-mx) Try Kenjo for free The all-in-one HR tool [Let's go](https://www.kenjo.io/book-a-demo) The Employment Law Helper Bot Your digital introduction to employment law topics Performance review ## The main methods of performance reviews ![](https://blog.kenjo.io/hubfs/metodos-evaluacion-desempe%C3%B1o.jpg) The various **performance review methods** available allow companies to measure their employees’ performance in the way that best suits them. These processes are key to achieving business objectives and attaining expected productivity quotas.    In this article we’ll tell you about the different **types of evaluation** that exist and how they differ, so you can judge the best fit for your organisation.     ## **What is a performance review?**   The [performance review](https://blog.kenjo.io/key-performance-assessment-indicators) can be defined as the process of **identifying, evaluating, and developing employee output**. It measures in an objective, integrated and systematic way, the competencies of each employee, to pinpoint their strengths, and in turn nurture their development and growth within the organisation.    The company also obtains **valuable information about its employees,** allowing them to make more informed decisions regarding promotions, training, and other requirements.    All **performance review techniques and methods** share certain common objectives:   - To identify employee **strengths and weaknesses** to put suitable next steps in place. - Maintain **records of each employee’s development** to determine salary raises, promotions, etc. - Evaluate an **employee’s potential** to apply for other positions or train for a new career within the organisation. - Provide **feedback** to employees about their work and performance.   [![template CTA](https://no-cache.hubspot.com/cta/default/2896645/59621f2d-6688-496e-8dc9-a09a320aad18.png)](https://cta-redirect.hubspot.com/cta/redirect/2896645/59621f2d-6688-496e-8dc9-a09a320aad18)     ## **What methods of performance evaluation are there?**   There are different **types of performance evaluations** and each one has its own particular qualities.     ### **90-degree performance appraisal**   In the 90-degree performance appraisal it is the **line manager** who evaluates the worker. They are responsible for providing the necessary feedback to assess the employee’s skills and performance.    The direct manager’s opinion is crucial, as one of their duties is to foster the **professional development** of the individuals under their supervision. However, one of the disadvantages of opting for this method is that the appraisal is reduced to a single person’s opinion.     ### **180-degree performance appraisal**   The [180-degree performance appraisal](https://blog.kenjo.io/180-degree-performance-appraisal) primarily takes place among equals. In other words, **between workers who carry out the same duties** or are at the same level. Observations from the boss and line manager are also taken into account.     We therefore obtain **two different points of view** about the work of the person in question. The manager’s perspective and the opinions of the employee’s teammates who share the day-to-day duties. In this sense, it is important that the people taking part in the appraisal work with the employee regularly.     ### **270-degree performance appraisal**   The next type of appraisal uses a broader range of reviewers. In the case of a [270-degree performance review](https://blog.kenjo.io/270-degree-performance-review), the **line manager and regular colleagues, as well as collaborators** participate.    This type of method in which various people participate is usually more interesting for **medium to large companies**, as it helps to promote communication and leadership.     ### **360-degree performance appraisal**   The [360-degree performance appraisal](https://blog.kenjo.io/how-to-implement-360-degree-performance-appraisal), also known as 360 feedback, includes the **boss, colleagues, collaborators, partners, subordinates, and clients,** among others. In other words, all the people the employee interacts with in the work context.    This is a very interesting model as it is embraces different perspectives to generate an **overall, unbiased view** of the worker’s strengths and weaknesses. Moreover, it completely breaks with the notion that only the boss can evaluate someone’s work.    [![pillar page CTA](https://no-cache.hubspot.com/cta/default/2896645/e10d2107-ca87-440c-a529-74e957c422e3.png)](https://cta-redirect.hubspot.com/cta/redirect/2896645/e10d2107-ca87-440c-a529-74e957c422e3)     ### **Goal-based performance review**   Goal-oriented evaluations are based on **monitoring, tracking, and assessing each employee’s results against their targets**. These are usually aligned with the organisation’s general business objectives.    Many organisations use **SMART or OKR goals** to measure employee performance. Both systems establish objectives following a set structure to obtain results.   This method is a great tool for **improving workforce productivity and motivation**. However, companies must not underestimate the commitment required from the HR department. They must support the employee throughout the various phases of setting goals, monitoring and evaluation.      ### **Competency-based appraisals**   Competencies can be described as the **ability to carry out a task effectively**, using the necessary expertise, skills, abilities and understanding.    Therefore, competency-based appraisals take this factor into account and assume that an employee with better skills will turn out to be more competent than one with experience alone. As a result, this method considers the worker’s **long-term future**.     [![Kenjo Self Evaluation Template](https://no-cache.hubspot.com/cta/default/2896645/3eb6fd4a-49d1-4855-9a8b-aae0289df7e7.png)](https://cta-redirect.hubspot.com/cta/redirect/2896645/3eb6fd4a-49d1-4855-9a8b-aae0289df7e7)   ### **Self-assessment**   The [performance review self-assessment](https://blog.kenjo.io/what-is-a-performance-review-self-assessment), as the name suggests, is when the **employee evaluates their own performance**, following a set of criteria and predefined parameters. The aim is for the employee to be mindful of their performance, strong points, and weaknesses as a professional.    It is an opportunity for **reflection and self-analysis** and is often found to be very useful. In fact, it is common in 270 or 360-degree appraisals for the employee to be invited to complete a self-assessment questionnaire.    Download our HR manager’s [guide to performance management here](https://hr.kenjo.io/en/performance-management-ebook)to design a successful performance management cycle. [![New call-to-action](https://no-cache.hubspot.com/cta/default/2896645/fbd1888e-fd34-45e8-afb9-50ba69ad0fd2.png)](https://cta-redirect.hubspot.com/cta/redirect/2896645/fbd1888e-fd34-45e8-afb9-50ba69ad0fd2) Other inspiring articles [Performance review ![](https://blog.kenjo.io/hubfs/kenjo-files/blog-icons/clock.svg) 15  min read The best performance management software in 2024 There can be little doubt that human resource management has changed significantly over the last decade. Traditionally, HR was seen as little more than the ...](https://blog.kenjo.io/best-performance-management-software) [Performance review ![](https://blog.kenjo.io/hubfs/kenjo-files/blog-icons/clock.svg) 5  min read The 9 most common errors in performance appraisal According to a survey by Salary.com, featured in TLNT, 90% of performance review processes are inadequate. And it’s because this is one of the most complex of ...](https://blog.kenjo.io/the-9-most-common-errors-in-performance-appraisal) [Performance review ![](https://blog.kenjo.io/hubfs/kenjo-files/blog-icons/clock.svg) 6  min read How to choose a rating scale for performance reviews? Rating scales for performance reviews are the means to an end: to evaluate performance for employees. Without them, we cannot accurately and objectively ...](https://blog.kenjo.io/how-to-choose-a-rating-scale-for-performance-reviews) Know more about Kenjo #### Choose a time and let us walk you through the product. 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All rights reserved. ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Anja Knorr", "url" : "https://blog.kenjo.io/author/anja-knorr" }, "dateModified" : "2022-05-30T15:11:27.768Z", "datePublished" : "2021-07-20T12:59:25.000Z", "headline" : "The main methods of performance reviews", "image" : [ "https://blog.kenjo.io/hubfs/metodos-evaluacion-desempe%C3%B1o.jpg" ], "mainEntityOfPage" : { "@id" : "https://blog.kenjo.io/main-methods-of-performance-reviews", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.kenjo.io/hubfs/Logo%20192x192.png" }, "name" : "Kenjo GmbH" } } ```