Overall scores should also rise as the entire group gets better. To Mr. Betringer, the peer-evaluation program is more than a democratic means of distributing financial largess. He uses the evaluations to guide the construction of the firm's management team and to track its performance. If my score drops on Q4 treats co-workers well, I realize I need to be more aware of how I'm dealing with people. They also tell me who I should be watching for promotion or who needs help.
Subordinates can better observe and evaluate certain managerial practices.
Multiple assessments can yield better results than single appraisals. And the technique supports employee-involvement programs. For example, I've always thought I was very good at handing out kudos. But, if that score comes down, it reminds me to credit people for good work. It makes me a better manager.