On one of the HR forums we found this dilemma of a HR Specialist: are the results of employees’ assessments influenced by the support used in the evaluation? Are employees more reserved in front of the computer or in front of a piece of paper?
As true consultants we will answer: it depends! It depends on the organization, on its history especially when it comes to evaluation processes, on the people that form it.
If we face a traditional organization, in which the technological impact is scarce, which is used to verbally report or by means of paper documents, then it is clear that putting them in front of a PC will increase from 1 to 100 the level of tress and paranoia, especially if they were never evaluated.
On the other hand, if we talk about an organization that is highly computerized, in which the technical impact is great, to offer employees a piece of paper on which to evaluate their colleagues would raise some questions. What if my handwriting will be recognized? What if the person who I evaluate would see what I wrote?
the questions above appear even in the case in which such an organization have had other evaluation processes, but using printed forms. This step from on paper evaluation to computerized one can also generate stress and paranoia, leading to a tendency of either being severe (the case of those implicated in managerial activities) or being indulgent towards the colleagues in the same hierarchical position.
In conclusion, both paper and computerization can influence the evaluation results if they are not chosen taking into account the organizational specific and employees’ expectancies. Therefore, it is necessary, before choosing concrete ways for your employees to offer feedback regarding other colleagues’ performances, to analyze the context, history, employees’ technical comfort zone, the way in which you can guaranty confidentiality. And once you have chosen a way, try to change the tune rarely, so the process of evaluation doesn’t become stressful, frustrating and tiring.