What typically occurs when employees rate themselves in performance appraisals?

When employees engage in self-assessment during performance appraisals, it is common for them to rate themselves higher than their supervisors do. This tendency can be attributed to various psychological factors, such as self-enhancement bias, where individuals have a natural inclination to view themselves in a more favorable light. Employees may focus on their strengths and achievements more than areas needing improvement, leading them to provide inflated ratings of their performance.

This phenomenon can also arise from employees' desire to present themselves positively to their supervisors, especially in the context of career advancement or promotions. They may not have full insight into their performance metrics as seen by supervisors, which could lead them to perceive their contributions as more significant than they are objectively assessed.

While some employees might rate themselves lower or inconsistently, the overarching trend observed in performance appraisals is that self-ratings tend to be higher than those given by supervisors. Understanding this dynamic is crucial for organizations in refining their performance appraisal processes and ensuring that evaluations are constructive and aligned between self-assessments and supervisor assessments.