Limitations of self-assessment are as follows:
1. Leads to Defensiveness and Alienation: Research shows low correlations between self-ratings and all other sources of ratings, particularly supervisor ratings.
Self-ratings tend to be consistently higher. This discrepancy can lead to defensiveness and alienation if supervisors do not use good feedback skills.
2. Under-Valuation: Sometimes self-ratings can be lower than others. In such situations, employees tend to be self-demeaning and may feel intimidated and “put on the spot”.
3. Subjective in Nature: A self-appraisal is limited because it is by its very nature subjective. The employee is left with the responsibility to rate and assess different areas of his life.
His communication filters, life experiences, and self-perception will all alter the accuracy of the assessment. A self-assessment may be more useful as a revelation of his personal perceptions than an accurate look at his life.
4. Gender-Biasness: Another disadvantage of self-assessment is gender biases. Research has found that women judge the quality of their work lower than men.
Depends on Honesty: Self-assessment is self-reported, therefore, only as valid as the learner is honest.
5. Depends on Honesty: Self-assessment is self-reported, therefore, only as valid as the learner is honest.
6. Limited Motivation for Change: After completing the self-assessment one may have limited motivation for change.
A self-assessment begins and ends with the employee, leaving the challenge in his hands to change areas of weakness.
If another person is included in the assessment process, accountability can be created that will help him change and stay committed to his word.