Compare self, manager, and 180° viewpoints
When conducting reviews, the viewpoint you select will influence the feedback collected. Quinto offers three options: self-reflection, manager-only, and 180° (where both self-reflection and manger-only are selected). This article explains the benefits, drawbacks, and ideal use cases of each viewpoint to help you align your selection with your organization’s goals.
Self-reflection
A self-reflection allows employees to evaluate their own performance.
Use cases
Encourage employees to evaluate their own strengths and areas for growth.
Benefits
Provides insight into employees' perspectives on their performance and goals.
Fosters ownership of personal development and accountability.
Limitations
Risk of bias, with employees overestimating or underestimating their performance.
May require guidance to ensure accurate and meaningful responses.
Manager-only
A manager-only assessment is conducted solely by the employee’s direct supervisor. It provides a top-down view of performance based on the manager’s observations.
Use cases
Provide managers with a structured way to evaluate employee performance.
Benefits
Saves time with a simple and straightforward evaluation process.
Useful for aligning individual performance with organizational goals
Limitations
Can lack insight into the employee’s perspective or challenges.
Limited to the manager’s observations, potentially overlooking contributions in cross-functional roles.
Self and manager (180°)
A 180° assessment combines feedback from the employee and their manager, providing a balanced view of performance. When creating the review, you can choose whether the manager’s or employee’s ratings are considered the scoring authority.
Use cases
Facilitate career development conversations by gathering feedback from managers and employees.
Benefits
Merges self reflection with managerial feedback for a comprehensive evaluation.
Highlights discrepancies between perspectives, promoting constructive discussions.
Encourages collaboration in setting goals and identifying improvement areas.
Limitations
Requires more time and effort to gather and analyze feedback from both parties.
Potential for misalignment if perspectives differ significantly, requiring skilled facilitation.