Larry Cipolla
May 6, 2014

Often times, performance reviews are based on quantitative metrics, like "how many sales did the employee close during the quarter?" or "how much revenue did each employee produce?" While these figures are valuable to any employer, they may not present the entire picture for those who spend more of their time guiding other staff members. 

In this situation, staff members who have lower sales or higher turnover of clients may appear to be the under performers, but MIT Research Fellow and Harvard Business Review contributor Michael Schrage thinks that assumption is short-sighted.

Sports specifically value winning games, but teammates all play their own role in getting the W. As sports teams value each teammate's contributions to achieving greater results, companies should also think about how co-workers come together to develop effective strategies.

"The next step in analytics will be how to build chemistry," former Los Angeles Lakers and Chicago Bulls coach Phil Jackson told HBR.  "We should be able to do much more now."

Organizations that are looking to implement a more qualitative performance review may want to consider implementing a 360 appraisal. This alternative allows supervisors and employees alike to receive feedback from multiple sources. These surveys are intended to identify their strengths and weaknesses without the abrasive nature or numeric-based reviews, Compensation Force explained.

As long as everyone is involved with the process, then rolling out a 360 degree review will be no problem. One thing to keep in mind is that it is not as fast of a system, but it does generate stronger results.