Peer Feedback is a tool for 360-degree evaluation of employees' performance in one of the ASUS units. Besides self-assessment, peer feedback is critical for better performance and improvement. This app is online and has been used in 4 performance reviews for a unit of 130 people.
AICS (AI solution unit of ASUS) needs a customized performance evaluation tool for more comprehensive aspects and furthermore, increase employees engagement. The original performance evaluations were from superiors but lack of the aspects from peers that work closely. For the competitive environment start-up-like unit, it's essential to ensure every employee is on the right track aligning with each goal and keeping improving with good motivation. The unfair and mono-aspect evaluation can lead to unfair results and create low morale and no recognition workplace. Getting the peer feedback right, I conducted interviews with different roles in the organization, did researches about 360-degree performance evaluation, and competitor research.
Solution
After research and discussion with the superiors, this tool should provide a clear picture of a team’s performance comprehensively, and create a team culture and spirit of positive reinforcement. This tool should be effective, efficient, and positive.
The first version didn't have all the features because of the resource issue. After the 1st performance review with this tool, I sent out a survey to collect feedback to make improvements, the result came out well, almost every suggestion is the features planned to do for the next iteration. Added notifications and supervisors can review their employees' received feedback by selected timeframe.
The research and competitor analysis were accurate the features based on these researches make this tool helpful while collecting peer feedback. The results of the survey proved the planning is correct with good prioritization, the postponed feature didn't cause any negative effects for the first release and proved these are essential for the next iteration which is more effective while providing feedback. The development progress went smoothly with limited resources in a short amount of time.
The challenge is to convince the superiors to compromised with some of the features that are against the researches. They've worked in big organizations with well-design review systems so they have the ideal version of the tool which is similar to the one they used to use. I need to come out with different solutions that fit their needs and align with the research results. Oneㄎ of the examples is that the anonymous mechanism would help employees provide honest feedback based on user research. But from superiors' perspective, they want to see who provides the feedback to judge if the feedback is reliable or being too conservative because of the personality. So we discussed the solution with different account accessibility, the superior will know who provides the feedback to their subordinate, but employees can really view who provides the feedback, although it might still cost some bias, but a product always needs to keep improving, if it really leads to unfair evaluations then this anonymous mechanism will be changed by then.
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