The most important aspect in every case is communication between the employee and other people, instead of one-way communication, for higher performance. Rigg also said that evaluations should provide feedback to individuals so problems may be corrected and higher performance can be rewarded. In traditional reviews, the manager tells the employee how they measure up, assuming that they both perceive the employee's job the same way. This may improve the work of everyone involved, while clearing up disputes. With traditional reviews, employees are rated by a single person, who may be biased or have an incomplete view of their work.
Alternative methods provide a more balanced view.
Newer systems avoid most of these problems. During the pilot program, people may be encouraged to provide feedback on the system itself. Training and support should be available. Pilot programs are very important for any new system, because they let people iron out the bugs without letting the program lose credibility among other workers. By helping peers to understand each others' work and by airing grievances in a non-threatening manner, peer reviews may also help people to get along better.